How to Do Team Building With These Young Millennials
During a recent team building in Toronto, when teams were waiting for a pit stop, this question was asked to me by a senior manager (I call him Sam for it), who was in charge of the event. Sam described his anxiety as follows:
“Over the past 6 months, we have hired more than 60 on-campus employees for various business units. Some of our managers have noticed that these young workers are starting to work with excessive hair, tattoos, crazy piercings and clothes. risk of losing these very smart young workers… but looking very strange? “
We quickly immersed ourselves in a conversation that was both informative and amazing. I – as a baby boomer and Sam – like GenX – come from very different backgrounds in the world of work… especially when it comes to generations.
I suggested starting with a historical look at how the dress code has challenged organizations for decades – from outrageous short dresses in the 1920s to smooth hair in the 60s and piercings in the 90s. endless source of intergenerational tension. So we’ll all probably want to do lessons before we even think about starting fights over the dress code.
For example, did you know that for the first time in the history of FIVE, generations of five generations are working side by side? This has never happened before, so it is not surprising that managers face the challenge of mixing generations in their teams.
According to an interesting article on these workers Genz (now 20 to 30 years old) will soon make up a large part of the American workforce. The article reports that some experts suggest that older generations spend less time off judging and more time talking to millennials, especially generation X, who are often in a bad mood (who are in their 30s and 40s) who seem to have the most impatient relationships with their younger siblings.
The Forbes article cites the work of Jamie Gutfreund of the CAA Intelligence Group, a division of the Creative Artists Agency, which analyzes consumer preferences and trends targeting young people, and states that “from 2020 at least 86 million millennials will be in the workplace. that represents 40 per cent of the total staff. “
Groupe Intelligence’s research reports some important data about Genz that all organizations need to integrate into their personnel policies:
“64% of them believe that improving the world is a priority for them.
72% would like to be a master of themselves. But if they have to work for the boss,
79% of them would like this boss to act more like a coach or mentor.
88% prefer a competitive culture of collaboration.
74% want flexible working hours.
88% want “work-life integration,” which is different from work-life balance, because work and personal life are now inseparable. ‘
When Sam and I finished our conversation, my best advice to him was to objectively assess whether “madness” was really a problem for his work environment, security policy, or customer service. He must try to find ways to get around the problem and avoid a complete confrontation. You don’t earn and you probably have the best candidates for this job. You lose the best talent at a time when this age group can take control of the labor market, one baby boom at a time when you retire. You can win this battle, but in no way the impending war for talent.