The Question Matters


Millennials in the Office: Will They Stay or Will They Go?

Posted in Career,Change,Coaching,Fun,Generation Y by treyfinley1008 on May 27, 2010
Tags: , , , , , ,

You’re in human resources.  You’ve been told by your COO and your CFO that it’s your job to hire three employees for a bank branch where there were only two before.  And, while you’re at it, they’ll be expected to work under existing company policy manuals for that bank.  We just poured thousands of dollars into that thick book, after all.   Hire young, too.  That place could stand to look a little younger.  And did we mention that you’re going to have to hire three people using the same amount of money you were spending on only two before?

Posted on Linked In later that day…  “Dying bank branch needs rules followers willing to accept lower pay.  Business attire and long hours a must.  Benefits include medical insurance and 403(b) plan.  Apply by sending resume to wevegotitallfiguredout@oldguardbank.com.

OK, it’s hyperbole, though some of you in HR may be thinking to yourself, “That was exactly what happened last Monday.”

Laugh it up, Fuzzball!

I start this way to point out some of the statistics about the turnover in jobs among Millennials.  When it comes to job-hunting, Millennials seem a bit like Han Solo, claiming, “Never tell me the odds.”  (That quote would be from The Empire Strikes Back, by the way, for all you non Gen Xers.)

According to the Labor Bureau’s study, 37% of Millennials are unemployed.  That employment rate is nearly four times the national rate for the workforce at large. Still, in spite of those odds, nearly 50% of all Millennials intend to look into other jobs in 2010.

    Why aren’t more Millennials enticed to stay put, especially given the realities of employment?  And, what can you the employer to do to steer them away from this stunning strategy of looking for work when 1 in 3 of their friends would be happy just to have a job?  Here’s Troy Stirman:

    Today’s graduates are not looking to work beyond 40 hours per week.  Too, they want an employer that shares their interest in community involvement… So-called “green” companies are high on their list when targeting organizations they wish to engage.  Traditional office settings are also being challenged by today’s generation of graduates.  Gen Y grads tend to look for flexible hours, some want to work from their home, and still others enjoy telecommuting from other locales.  With today’s mobile technology, these attitudes are fast becoming the norm…

    Today’s students resist professional dress.  No matter what feedback they gain from their interviews, most graduates don’t reflect the workforce of 10-15 years ago when it comes to proper business attire.  Flexibility is a given with this group…

    Childcare/health facilities.  Today’s graduates tend to leave children with daycare centers and work full-time for more of their career.  This generation is also more health conscious.  Companies who offer services such as in-house daycare facilities or who extend gym memberships as part of their benefits package will have leverage when luring quality candidates to their firm.”

    Tomorrow, I’ll share Troy’s thoughts on how Millennials are responding to the current job market–good and bad.  And I’ll throw in a couple of coaching points on the topic myself.


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