The Millennial Employees (Term Paper Sample)

The Millennial Employees
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The Millennial Employees
The job market in the world today has received many graduates. This new group of job seekers is the millennial employees (Coomes, 2004). Besides, their training is first-class and, therefore, more likely to fit in the job market. Employers’ expectations of these employees are very high. However, many uncertainties characterize this group of employees. For instance, research reveals that this group lacks initiative and has poor work habits (Pasieka, 2000). Further, there are claims that they lack respect for authority and are prone to unrealistic expectations. These concerns arise due to the type of environment in which they have grown and interacted with during their studies. The close relationship between parents and teachers or instructors gives one reason this is construed to mean lack of respect. The managers, however, bear the task of finding out the general behavior of this group of employees and tap their potentials to retain them in the employment.
The millennial group of employees in any organization has certain common motivators. For these employees to remain in the given organization, these factors need emphasis by the managers. One of the common benefit viewed as very significant is the availability of tuition assistance or work-study programs (Coomes, 2004). The pressure to study fast and settle with work and family pushes this group to look for avenues that would facilitate this. Therefore, this package attracts and holds them in any organization. Moreover, the presence of bonuses paid after undergoing the different training motivates this group. Also, a company that has a splendid outline for enabling career development is a factor that leads to retaining these employees (Pasieka, 2000). For instance, constant provision of feedback to the millennial employees indicates that the employer is concerned about the progress of the employee, and this sparks the urge to remain focused on the career. Thus, these benefits are a sure way to retaining and tapping into the potential of the millennial employees.
In engaging the new generation employees, open communication is of the essence. This faction of employees requires that communication is open to every person in the organization. However, this is not the norm in many organizations. Normally, very few trustees have the confidential information about the company (Pasieka, 2000). On the other hand, most of the millennial employees prefer that every employee receives the necessary information to push innovation and creative problem-solving abilities. Furthermore, dialogue and frequent feedback motivates this group (Coomes, 2004). This gives the thought that the company has long plans with them and, therefore, sparks continual improvement in the employees. Moreover, the feedback helps to shape the employees and give them the guidance needed to build the experience that they lack in their responsibilities.
The administration should be inclusive in dealing with the millennial group of employees. Employees involvement in crucial decision-making processes makes them feel relevant in the organization. The millennial employees’ needs an assurance of their positions. This is only possible in being involved in making decisions that guide the organizations. In addition, the organizations nee...