Over time, different aspects at the workplace are paid a little extra attention to – things that the company and all its stakeholders start focussing on. In the past few years, the culture of the organisation has been a key area that everyone – from management, employees, to those applying to the company focus on. The culture of the company says a lot about its personality – the values it cherishes, the kind of environment it provides, and the people who are connected to it. A lot can be told about a company when one understands its culture.

Culture is a tricky phenomenon. One cannot completely control how it pans out, at the same time, if ignored, it can grow extremely dangerous. The right kind of push from right type of people is what can build culture. It is widely said that the founders and top management is what set the base for the kind of culture the company would follow. While this is true, it is also equally important that the people who come in are also compatible to the culture norms set. For instance, bringing in a rigid, inflexible employee to a start-up with free and spontaneous culture will not mix well. Today, most of the young professionals entering the working world pay a lot of heed to the culture existing in the company they are applying to.

These young professionals would fall under the category of millennials. That is, they were born sometime in the last couple of decades of the twentieth century. Researchers say that at-least 50% of the global workforce would be made up of millennials by 2020. That gives enough urgency for companies to understand the psyche of them and mould organisations accordingly. This will help in getting maximum and most efficient outcomes from the workforce.

But what are millennials looking for and exactly how different from the other working generations – Baby Boomers and Gen X are they? These are questions that have been juggled around with for years now. People are constantly coming up with various ways of describing them. Studies, both formal and informal, have made some observations about the select group. Some of them being that millennials are tech-savvy, they are open to change, and they have a strong sense of community (both on local and global scale). They have also been described as pragmatic idealists, as being entrepreneurial, liberal, and progressive. It has also been observed that when it comes to health, social, economic and environmental issues, this age group is the most conscious generation to date.

As the global workspace is going to be populated with them soon, and they will soon be the ones making crucial decisions in companies, it is important to see what they look for in companies. A recent research studying the motivation of these young professionals saw that aspects that were earlier seen as important factors – job security, high salary, etc – don’t play a very big role in millennials’ priorities. They are driven most by an interesting and challenging job role followed by some aspects which would directly relate to the company’s culture.

These aspects include organisations that appreciate efforts of their employees. This visibility and recognition of employees when prioritised by a company has been ranked highly by the age group. Another is freedom and flexibility offered in the organisation. Companies that are rigid with their operations, offer no scope or space for initiatives, etc are not culture aspects that millennials enjoy. They want to be given the liberty to be able to contribute to the organisation in the way they feel is most suitable. This also includes a relatively flat hierarchy, open communication, flexible working hours among others. Researches have also suggested that millennials, being the socially conscious generation, are highly impressed by organisation that are contributing to different causes. According to Cone Communications, 70 percent of millennials are willing to spend more with brands that support causes they care about. A study saw that most of the companies which spoke about their charitable work during interviews were found to be most appealing to the millennials who came in – and most took up that job.

Millennials are often termed as a confusing generation, hard to read. But once they are studied a little, it is easy to understand them and sculpt organisations and culture in a compatible way. At the same time, having a corporate solution provider like Skillwise speeds up this process, placing millennials in organisations most suited for them, benefitting both.


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