How to prepare your company to specialists generation JAJAJA

Young people from generation JAJAJA often not satisfied with the traditional culture of work, and they first clash, and then leave the company in order to establish his. Already next year millenialy will occupy most of the jobs. What it is really important for the generation JAJAJA how to understand them and to keep in your company?

So, next year, people born between 1981 and 1996 will be the main labor force and work culture will gradually change for them.

We already wrote about generation JAJAJA, Their features, strengths and weaknesses. And now let's talk about them as wage earners.

As shown by recent studies, the new generation does not take much of the traditional structure of the companies. This means that modern offices are waiting for a big change.

Platform frinlansa Elance-oDesk and Millennial Branding conducted a study, interviewing more than a thousand workers millenialov and 200 human resource managers from the older generation.

The survey was to identify what differences there are in the form of thoughts and millenialov generation X people (born between 1965 and 1982). And it turned out that the views and opinions of the two groups of respondents differed greatly.

What really matters

Two-thirds of managers agreed that millenialov ratio workplace floors are approximately equal. But the survey results suggest otherwise. Gender discrimination in terms of salary and position are still thriving. More than 20% of women claimed that they only get a job, the conditions were worse than they had expected. And only 12% of men felt the same way.

Three-quarters of hiring managers from generation X agreed that first of all motivates millenialov money. With this agreed only 44% millenialov. Perhaps hiring managers from generation X just do not understand what is really important for a new generation.

More than half of hiring managers agree that it is very difficult to find and keep a worker from generation millenialov. This is understandable:

About 80% millenialov in the future plan to leave the work place and work for themselves.

It seems that the prospects are not very bright. If everyone wants to work for themselves, then how to retain valuable professionals?

A ray of hope in a generation JAJAJA

The results of the study are some encouraging facts about millenialah. HR managers appreciate their ability to handle the technology and to develop new, as well as the ability to quickly adapt to the circumstances.

But if modern companies will be able to grow fast enough to attract and, most importantly, to keep young professionals - it depends on them.

Great advantages in this case there is a young and small companies. Companies giants, of course, also make a difference, but it is very difficult for them. But if you - startups, who had just founded his own company and received funding, you have all the chances.

A small young companies have the opportunity to create a new culture, adapted to the millenialov.

Vice president Elance-oDesk Dzhaleh Bisharat added that attracts many millenialov flexibility freelancing. But, at the same time, depressing economic and social conditions and the lack of stability can change their preferences. And it can also be considered an encouraging fact for those who need young professionals.

Advantages and disadvantages millenialov as workers

Here is a table comparing the attributes millenialov workers and people from generation X.

Narcissistic, open to change and creative, but not very confident and able to work in a team.

And the advantages and disadvantages of the people from generation JAJAJA can be turned to their advantage. Especially if you create an environment suitable for them.

What do you think about millenialah, as wage workers (especially if you do - millenial)?