MILLENNIAL GENERATION 6
Themillennial is also called generation Y. It is a groupof people who were born between the years 1982 and 2004. Thisgeneration was born during the era of internet and social mediaintroductions to the world. Therefore, technology is part of theirlives. The millennial generation has seen its parents struggle withtight working programs and the damage it caused to their families.This has made this generation to prefer flexible working hours. Themillennial generation desire immediate satisfaction fromtheir job and working environment. They value there work environmentmore than previous generations. There are different ways inwhich companies can cater to them, draw them closer to theircompanies, and make the work environment a positive place for them.
Researchshows that the millennial generation is a group of people who areless interested with rules governing work ethics. They want flexiblehours for working. They prefer companies that make use of technology,and are using other forms of telecommunication.  They wish touse social media during working hours such as the use ofFacebook. They want their jobs to be interestingand fulfilling.  They love to climb the work ladder quicklywith big responsibilities. They want open communication andparticipation in different activities at their work place. Technologyinfluence this generation and it is part of their lives. It affectsthe way they view the world, and interact with each other. Theyexpect all devices to use technology everywhere and at all time(Keene&Rita, 2010). Forexample, they desire to make transactions using their phones. Thishas made companies small and big to adjust and be able toaccommodate the millennial generation. One such technology is theApple Pay application that allows payment through mobile devices. Astechnology advances, the Y generation is more comfortable of thedigital wallet rather than the traditional banking systems. Companiesthat are able to adopt these technologies are considered to be betteremployers by the modern generations. Additionally, it is important toappreciate the phenomenon impacts of technology in workplaces.Majority of the tasks in the modern workplaces have been made easierby technology. The level of application of technology in a businessinfluences of the millennial generation view the organization.
Businessescan cater to the millennial generation by introducing and usingdifferent forms of technology in their businesses such as inbanking services, insurance, car hire companies, and manymore(Oblinger& Oblinger 2005).This is because the millennial generation is attracted by applicationof technology. To be able to market to this generation mostbusinesses should turn to appealing mobile advertising methods. Thisgeneration spends most of its time on the phone. They lovetransparency hence companies should avail information freely aboutits background information and mission statement. It should createroom for feedback from their clients through social media.  Inaddition, the millennial generation loves to identify themselveswith goods that they use hence it is important for businessorganizations to have personal dialogues with them through the socialmedia. Business organizations can also use a wide range ofcommunication technologies to reach the millennial generation. Forexample, a business organization can use presentation technologies toaid in conveying information. The use of media, technology andequipments to clarify points makes the presentation and communicationmore effective and exciting (Loweet al, 2008).Use of projectors and other technologies may be trivial inpresentations but can make a difference on how the millennialgeneration views a business organization.
Companiesnowadays create working environments that rely on results. This meansthat employees are not evaluated by the number of hoursthey stay at work, but their efficiency and results. The companyjudges them by what they deliver for the company. Companies aremaking the work of their employees more interesting. For example,some companies have a promotion system guaranteed to theiremployees immediately when they start working for them more (Oblinger& Oblinger 2005).Some companies allow employees to have collective social programstogether, for example going for trips. Since most work is revolvesaround teamwork companies are creating working environments that alsoaccommodate team spirit among its employees (Keene& Handrich,2010).
Companies canalso be accommodative to the millennial generation through findingdifferent training programs to help the staff keep up with thechanges and complex tasks in technology. They should createenvironments that allow teamwork among its members. Companies shouldcreate flexible hours for its employees to work. It does notnecessarily mean they work from home (Keene& Handrich,2010).The company should have open communication channels sincethey desire feedback and constant communication with theirbosses. It is important to locate the organization wherethey can commute with ease.
Lastlyvalue every employee, this makes them feel important and will workfor your organization longer and better. The most important asset inany organization is its employees. An organization that values itsemployees derives the maximum benefits from their abilities andexpertise. This is especially important for the more dynamic andmultifaceted millennial generation. These employees are moresatisfied with their jobs if the organization values theircontribution (Meieret al, 2010).
Fromthe above it is important to note that within the next few years themillennial generation will be replacing the generation x when theyretire. Therefore, it is important that all companies adjust andcreate room for the needs of the millennial generation ifthey desire to prosper. The working environment andembracing technology will be of paramount consideration if they wantthem to work in their organizations.
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Keene,D. L. & Handrich, R. R. Tattoos, tolerance, technology, and TMI:Welcome to the land of the millennials. TheJuly Expert (2010):33-46.http://www.thejuryexpert.com/wp-content/uploads/KeeneHandrichJul2010Volume22No4.pdf
Lowe,D. Levett, K. & Wilson, T (2008). Solutions for retainingGeneration Y in the workplace, BusinessRenaissance Quarterly,3(3), 43-58.http://search.proquest.com/openview/b443cd480e24ac2c9b60218f2395632a/1?pq-origsite=gscholar
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Oblinger,D., & Oblinger, J. (2005). Is it age or IT: First steps towardunderstanding the net generation. InEducatingthe netE generation, p2(1-20),https://net.educause.edu/ir/library/pdf/pub7101.pdf