How many millennials subscribe to a newspaper
MillennialsWhat work DNA does Generation Y have?
Meaningful work want to do it. Flexible working hours are a prerequisite - and they have a strong understanding of leisure time. We're talking about the young generation Y workforce, also known as millennials. A whole range of Studies dissects the expectations of the younger generation. But what they really want is obviously still not out, because according to the latest Deloitte study (Millennial Survey 2018), young workers are from the companies in which they work, disappointed. Almost half of the millennials surveyed and more than 60 percent of Generation Z want to change jobs again in the next two years.
Study authors disagree about the definition of the generations, but it is often structured as follows:
Baby boomers: born between 1945 and 1964
Generation X: from 1965 to 1979
Generation Y / Millennials: from 1980 to 1999
Generation Z / iBrains: born 2000 (sometimes 1995)
So you don't feel fit for them yet Industry 4.0 and see their future more in the gig economy, as a freelancer or marginally employed, than in a permanent job. If that should happen, companies - given the already difficult demographic development - have an even bigger problem. Do you have to be afraid now?
From 2020 and 2025, four generations will be represented in the workplace for the first time.Thomas Schneidhofer
In general, there are “no research results about the world of work yet” for Generation Z, explains Millennial ExpertThomas Schneidhofer. Buzzwords such as FOMO - short for "fear of missing out", would like to be used, Always-on, always online and up to date, or smombies, an artificial word, the smartphone and zombie united and refers to people who are constantly staring at their smartphones. Much more than a professional one, it is primarily a generation-specific question, explains Schneidhofer. "How different are these young people now than the ones before them?"
The great fear
The great fear: "You are different, unbound, unpredictable, fast-paced - I was always skeptical ”, emphasizes the expert and takes the accuracy of studies away from the conclusions, because a specific segment is always assumed and“ strongly generalized ”. There are mostly "Bobos in the debate, highly educated, wealthy children / young people, not working class children".
There has always been “this leisure-oriented protective holderwho want to lie in the social hammock ”. What comes next: The authors of the studies disagree as to when genes Y and Z were even born.
They have always existed, these leisure-oriented protective holders who want to lie in the social hammock.Thomas Schneidhofer
Right in the corner of the irrelevance Schneidhofer does not want to put the debate up. During a thesis that he supervised and which deals with the commitment of doctors, it turned out that the older ones did not ask themselves the leisure question, among other things. “Getting ahead professionally meant hard work over a long period of time. That is no longer the case with boys. ”Especially on the level of emotional ties to an organization, there is no such thing Tendencies more to identify with. A problem for personnel developers, because "at the latest when it comes to the rotation, the working hours are no longer of interest," explains Schneidhofer. “And you will Chemistry teacher or similar."
Generation of the dissatisfied
Schneidhofer believes that Generation Y is also a generation of dissatisfied people, as one of the studies suggests: “As humans, we tend to compare ourselves with others. My neighbor or my friend works less than me, so I'm dissatisfied. "
With the social media the number of those with whom one compares oneself has increased exponentially. "I am permanent Subject to comparisons that are also positively distorted. ”That constantly gives you the feeling that you should be better off.
Thomas Schneidhofer is Professor of Personnel Management & Organization, Head of Course for Business Administration, Head of the Vienna Office of the Private University Schloss Seeburg. His focus areas: career research and management, power and micropolitics as well as gender and diversity management.
What can a company do to alleviate dissatisfaction and create a perfect working environment? "The keyword that is why there is individualization, ”explains the expert. A lack of social commitment on the part of companies is shown in the Deloitte study Millennials mentioned. "Of course, it is not enough to write CSR reports and pretend to be socially committed," says the expert, but goes further: "The established employer brands are hardly changing in Austria. Red Bull, Apple, Google - in my opinion it is much more about how sexy I find a brand. ”More important for organizations is, therefore, one attractive employer brand to establish.
“People do not tend to check social promises for their correctness, but are constantly looking for evidence to confirm their own reality,” says Schneidhofer. So, if you think it's a great employer brand based on employer branding, you're downplaying the fact that the company might not be doing that great. “That would not agree with my assumptions. Then I live with the contradiction - Nespresso is strange, but at least takes care of recycling. "
On to the next job straight away?
Suppose you are still dissatisfied because no flexible working time models are offered or other expectations are not met: Do millennials switch off and listlessly do work according to regulations or do they actually change jobs right away? “That is also not a generation-specificproblem“, Says Schneidhofer. It was only often expressed differently in the past because the surveillance measures were not so penetrated.
"The job change behavior from 1984 to 2015, which we empirically investigated, has shown us that not as much has changed as the zeitgeist would like us to believe," he continues. This also invalidates the myth “The world of work is changing so quickly”. The duration of the Length of service don't get any less - you stay with a company on average between seven and eight years. "There are no more job changers than before."
People do not tend to check social promises for their correctness, but are constantly looking for evidence to confirm their own realityThomas Schneidhofer
What else can inspire young people besides individual measures or an attractive employer brand? "Reciprocity norms“, Emphasizes the expert. “That this feeling of 'I give' is also reciprocated by the organization - to the same extent.” Individualization makes it more difficult for employers to assess which points need to be in order to keep the principle of give and take in balance.
Finally, back to dissatisfaction with the employer - companies will inevitably face a problem in the future. Because “from 2020 and 2025 are the first time four generations in the workplace represented ".
The younger generations are moving up, the older one is retiring with a large rucksack of experiences - will the gap be closed? “Companies are not yet fully aware of this problem,” emphasizes Schneidhofer. A research project on the topic of careers in old age has shown "how badly companies prepare for it". The attention focus on generations Y and Z and the fight for the best minds. “Diversity management. I have to take care of everyone, not just the boys. "
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