Why are so many employers unable to retain millennials?
Any company designed for success in the 21st century must harness the skills and passion of millennials, the digital natives born into an era of exponential change and disruption. Why is it then that so many firms are unable to engage and retain millennials? Why is it that so many millennials are disillusioned and just as likely to quit in their first two years of work as they are to carry on?
I observe many millennials who graduate from university and, in a burst of enthusiasm, get their first job, but within a year or two are struggling. Why is this?
EMPLOYMENT in the 1950's was freely available , even to a person with low skills. The pay was miserable especially for apprenticeships.
As an office boy of 18 years, I was employed by a manufacturer as a general dogs body.The most exciting part of the day was driving Miss Hurst to the Rozell shops, in a world war army disposable Jeep to buy the employees lunches . It was a rugged machine with open sides and a canvas roof.
My expectations were nil , it was more a case of survival on a wage of 5 pounds a week . My budget was 2 pounds to my mother for board and lodging ,2 pounds to the CBA to pay backmoney borrowed to buy my motorcycle and 1 pound for living expenses . I could fill the petrol tank of my Triumph Tiger 100 motorcycle for 2 shillings .
So after three months I left for some adventure .
I was fortunate that the school I attended Grammar had a scheme of contact with business people in Sydney seeking staff.I was sent for two interviews which resulted in my employment ,not based on any material objective , but based largely on luck.
A useful insight that throws light on this question can be found in the "hype cycle" developed by Gartner, one of the world's leading IT houses, as a model for how a new technology introduced to the market is likely to evolve.
The hype cycle starts with an "innovation trigger in which a potential technology breakthrough kicks things off. Early stories and media interest trigger publicity. According to Gartner, the hype cycle that follows consists of four phases.
First there is a "peak of inflated expectations". Early publicity produces a number of success stories. Some companies get on board; most do not.
This is followed by the "trough of disillusionment". Interest wanes as pilots fail to meet expectations. Some producers of the technology fail. Investors hold on only if surviving providers improve their products to the satisfaction of early adopters.
Then comes something more positive, the "slope of enlightenment". More examples of the benefits the technology can deliver hit the airwaves. Second and third generation products are launched and more adventurous firms fund pilots. Conservative firms remain cautious observers.
Finally there is the "plateau of productivity'. Mainstream adoption starts to really take off. The technology's broad market appeal and relevance begin to pay off.
So, what does the Gartner hype cycle have to do with millennials? In my experience, many millennials go through the same four phases on entering the workforce.
The peak of inflated expectations: many a millennial enters the workforce with great expectations. They are digital natives with a purpose and passion to change the world, to make an impact and to do so now.
Their skill and passion is precisely what makes them so attractive and critical to employers striving to implement the business models necessary for success in the 21st century.
It is also understandable for millennials to enter the workforce with such expectations, This is a generation of young people who have been repeatedly assured they can do what they want to do and be what they want to be. A generation that has grown up in the most egalitarian of societies, re-ceiving medals for participating and for effort, not just outcomes.
It's also a generation in which many are virtually addicted to technology — instinctively clicking, scrolling and swiping to get what they want when they want it.
Back to the 1950's.Where the culture was mainly conservative ,where self promotion was thought of as vulgar,so the prevailing culture was, get on with the job,dont make waves by complaining,you are part of a team.So for the first 18 years of life's indoctrination , it is virtually impossable to change .
Finally, it's a generation in which many openly promote themselves on social media, receiving instant affirmation in the form of "likes" and yet not always investing the time to build deep
The millennial is just as likely to quit in their first two years as they are to soldier on
personal relationships such that, as business and leadership author Simon Sinek points out, "when significant stress begins to show up in their lives. they're not turning to a person, they're turning to a device".
What does all this mean for some millennials entering the workplace?
Ihey enter at the peak of their expectations; a belief they can and will change the world; that they will be what they want to be; that the rewards will continue to flow and that they will experience the same instant gratification and affirmation they get via their devices Their entry into the workforce is the peak of their inflated expectations. What often happens next is what ought to oncem the leadership of every employer and demands a sympathetic response.
The trough of disillusion-ment: As Sinek puts it. "You take this group of people and they graduate and they get a job and they're thrust into the real world and in an instant they find out they are not special. their mums can't get them a promotion, that you get nothing for coming in last and, by the way, you cant just have it because you want it."
In this trough the expectations and the self-esteem of many millennials can be shattered. And yet. just like in our social media pages. they don't show it.
We cloak ourselves in a thin veneer or invincibility: all good on the outside but disillusioned on the inside. Everybody around us seems to have it all sorted: promotions at work, running marathons, in the perfect relationship, nailing their M BA and saving the world in their spare time and yet, in reality. they're the same "duck" as you and me — calm on the surface but paddling fiercely undemeath to stay afloat.
The problem is that all we see around us are seemingly chilled out ducks going about their business — and it makes us more depressed.
What does this mean for millennials in the workplace? The optimistic, incredibly smart and vitally important millennial is just as likely to quit in their first two years as they are to soldier on.
For some millennials. this can be a place they just want to get out Of, so they up and leave But the challenge for many Of these millennials is no different to the challenge we all face: to fully learn the art of patience. TO graduate from instant to delayed gratification; to make sacrifices today for the more enduring rewards Of tomorrow. To learn that all good things do tend to take time and commitment things like building meaningful personal relationships and honing our skills And this is where we employers must help. We must ensure our millennials never feel like a failure despite the inevitable failings we all experience. And we must ensure they never feel that they are alone in experiencing the emotions of disillusionment They must know that we've all felt the way at varying stages in ourcareers
In a nutshell, they must know we care about them, their health and wellbeing, and their success Otherwise we will lose them and with them will go the keys to our succss in a world of exponential change.
BbBack to to the 1950's . With low expectations and no plan ,it was a case of plodding on,enjoyment in weekend activities such as surfing in summer and football in winter, maintained a stable week. With intermittant motorcycle travel to country towns for car and motor cycle racing or adventure.
Gradually a picture formed of the desire for overseas travel , boyed by confidence, a swelling bank balance and a truck licence.This seemed a credible plan prior to settling down,marriage and hopefully family life.
The fear of failure did play a part in driving us along
Travel is one of the stimulating activities in life, with adventure round every corner,two and a half years spent overseas,working in England during winter,travelling through Europe in summer,working on a French farm and a Norweigan freighter,travelling to Russia,visiting the Caribbean,on the way to work and travel in USA and Canada
Self confidence was circling,it was now 11 years since leaving school ,working in a vast range of ordinary jobs ,incuding jackeroo, wool classer,sales representative ,builders labourer.. The slow filtering process was progressing to a stage where I was confident with dealing with the job in front of me ..........Life .
On Returning to Australia I viewed the country in a new light ,if migrants could make a sucess of their new country,then so could I. Resolving to take a migrants mental attitude,even if it meant working two jobs at the same time.
It is not possable to put a time on the process of enlightenment,every individual is different , in every facit of life,so individuals must make their own way through their life cycles.
We wish to thank David Hill and The Australian for allowing us to contrast the changes in culture and attitudes in Australia regard careers .Ed
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