Thoughts and inspirations from

“WHAT MILLENNIALS ACTUALLY WANT IN THE WORKPLACE”

As millennials begin entering the workplace, there has been a great deal of chatter about how to cater to their needs.

Some have speculated that they have different motivations that those of the previous generation, which makes the process all the more difficult.

With their own perspective on what it means to work and expectations on what a workplace should offer, how should employers respond to millennial applicants?

Next, we’ll dive into the topic!

INTRODUCTION

In an attempt to create an aggregated list to answer this question, Business News Daily came up with the following list: Work-life balance Company stability Path to promotion Tuition reimbursement Competitive salary Professional development Healthcare and 401(k) benefits

WHAT MILLENNIALS WANT?

Quality of company’s product or service

Social media transparency Employee diversity Health and wellness assets

After doing further research, we found additional sources that corroborated that millennials, by and large, are likely interested in two important components of their work: Achieving an acceptable work-life integration instead of

balance Having agency over their work and the knowledge that their

work has positive results on the world at large. This agency can easily be achieved by showing

millennials in the workplace the impact that their work directly has on your customers and clients.

BIG DESIRES

So what is with this distinction between work-life balance and integration?

The distinction is necessary because it displays a willingness to, within reason, meld the work and personal lives. This melding has many outcomes, one of which is a shift away from the traditional 9–5 workday.

Here’s an example of the difference: work-life integration is a mixture of both aspects of life throughout a day, while work-life balance focuses on separating these aspects and balancing them into equal chunks of one day.

WORK-LIFE BALANCE VS. WORK-LIFE INTEGRATION

In the end, we must recognise that regardless of generation (or any other group for that matter), no definition is binding to all people.

Therefore, take this advice with a grain of salt. That said, this is a good starting place to begin from

when working with when you are considering interviewing a millennial for an opening at your business.

CONCLUSION