Millennials are now the largest generation in the U.S. workforce. Pegged as the “Me, Me, Me’s,” “trophy kids” or “selfie generation” – we often get a bad rap.
Countless articles portray Millennials as a completely different species of human beings when it comes to workplace behavior. But I’m here to say that Millennials do not stray far from other generations’ workplace values. (But we do stray into the middle of traffic to catch virtual Pokémon, that I cannot deny.)
Over the past few weeks, I’ve blogged about different aspects of employee engagement that illustrate how today’s multigenerational workforce has more in common than you might think. In case you missed it, here’s what I covered:
I share how Millennials are much more similar to their preceding generations when it comes to behaviors and attitudes in the workplace.
Outdated performance management strategies such as annual reviews slow progress and disengage employees of all ages. Millennials are not the first to crave feedback on their work, we just want it more frequently to grow both personally and professionally.
HR can take a cue from Uber’s “rate your ride” review system. Here’s why soliciting feedback in real-time and surveying your employees regularly is the best way to drive improvement.
Your multigenerational workforce may be motivated differently, but all employees appreciate being recognized for their achievements, not just the so-called “trophy kid” Millennials. Here’s why your organization should implement a modernized recognition and rewards program now.
Interning at Kazoo this summer while using our own platform, I feel as though I have grown both personally and professionally. I set and monitored my goals in the Kazoo app. Paired with check-in’s with my manager, I was able to track my progress of projects and expectations set by my department.
The most rewarding part of the summer was when someone outside of my department asked for my assistance on a time-sensitive project. Flattered, I worked hard in order to present the best work as soon as possible. Days later, after I had forgotten about the stress of the assignment, I was publicly recognized for my work.
Although I’d written about our application and the importance of publicly recognizing great work, I did not understand the impact until it happened to me – that’s the power of proper performance management.
I truly appreciate Kazoo’s ability to practice what they preach. I’ve observed countless instances where employees fulfill Kazoo’s core values. I felt fully immersed in the culture and community this summer. And even though Kazoo has a social feed built into its platform, I was able to create valuable relationships, in-person, offline.
How’s that for being a Millennial?