Now that the economy is beginning its slow uphill climb, boomers are beginning to think about retirement and the cycle of hiring entry-level talent is beginning again. Yet, a lot has changed in these past months and as any hiring manager can attest to, the Millennial Generation is like no other.
Many hiring managers are finding it difficult to engage their entry-level professionals once they have gotten them through the door. The lack of engagement in turn, leads to poor retention and young employees who are just biding their time until something better comes along. Many Millennial employees cite that the lack of emerging technologies in the workplace has caused a rift between employer and employee.
Engaging entry level professionals
The Millennial Generation has grown up with technology and are referred to as “digital natives” this skill puts this generation at an advantage because they are able to integrate technology into all aspects of their work. This factor also creates a generation gap between older generations who are not as familiar with technology. Technology has also changed the way people interact. Older generations prefer scheduled face-to-face interaction while the Millennial Generation prefers convenient communication over e-mail, text messages and social networks.
Most companies can greatly benefit from integrating Web 2.0 branding tactics into their overall business plan. Many companies have not taken on this endeavor due to a lack of understanding of how to make Web 2.0 work for them. Digital natives such as the Millennial Generation thrive on technology and using it in all aspects of their life. An excellent way to bridge the generation gap that technology causes is to charge Millennial employees with putting together a Web 2.0 branding plan to present to the company that will help launch the organization into the new realm of branding. By bestowing Millennials with the responsibility of planning the use of Web 2.0 tactics, managers are capitalizing on the Millennials’ expertise and are giving them a responsibility to educate others on their expertise.
Involvement and retention
Millennials need to feel as though they are using their skills and expertise to their utmost capacity in order to be engaged in their job and by tapping into their expertise for the growth of the company, Millennials will have a heightened sense of loyalty to the company because they have been successful in taking their company into untapped territory and are seen as “experts” by their more senior co-workers.
To aid hiring managers in the process of engaging and retaining millennial talent, Intern Bridge, the internship research and consulting firm responsible for the nation’s largest annual internship research project brings you the Millennial Thought Leaders Online Conference, taking place October 26-30. This conference will address the Web 2.0 generation gap addressed above and is a unique opportunity to engage in a nationwide program of best practices for engaging today’s entry-level talent.
Author:
Richard Bottner is the founder and president of Intern Bridge, an internship research and consulting firm.
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I wish people would stop lumping “older workers” into one lot. Mature workers aka Baby Boomers were born across the span of over 15 years – That usually qualifies as 2 generations.
2nd, wave workers in their 40’s and 50’s have been around and heavily, happily using technology for over 20 years as a day to day reality – In fact were the ones who started the whole internet boom – remember early devotees of AOL, Prodigy and other fiercely loyal online communities? Guy Kawaski claims that Apple would not have survived without that oldie but goody, Pagemaker. Further people over 40 have embraced 2.0 – Much of 2.0 media is being inundated – Facebook now 44% over 40, Twtter much the same. Other equipment e.g. smartphones? People over 40 are the major buyers and users. If you want to be truly cutting edge, take another look at the 40-55 segment and break loose from the branding that is being put on this group by media.
I do think Anna observations is worth conseideration for those who do not know the difference as you might have lumped them up. Having said this, increasing level of technologies in work place today will enhance interactivity, bonding and efficiency, Thanks
I agree with Anna about the problems that arise when people consider “Boomers” to be an homogenous group – they are far from that.
Further, looking at the title, I was expecting to see an article about “bridging” the Web2.0 Generation gap, but this articles seems to focus on only the Millenials and does little to identify ways to bridge the Web2.0 generation gap.
I saw only one sentence that actually talked about bridging this gap – and that was rather weak: “By bestowing Millennials with the responsibility of planning the use of Web 2.0 tactics, managers are capitalizing on the Millennials’ expertise and are giving them a responsibility to educate others on their expertise.”)
So, how do you propose actually accomplishing that?
If the Millenials are to do the educating, do they really understand the needs of the older members of the organization, their learning and personal styles? Can they communicate effectively to those who are not “digital natives”? What are your substantive suggestions for actually BRIDGING this gap?
Personally, I think it boils down to education, engagement and involvement – for both the Millenials & the Boomers — and everyone else in the organization, for that matter!
Millennials and Baby Boomers have much in common – millennials do bring a digital iintutive knowledge. Baby Boomers both Waves 1 and 2 have hard earned wisdom to guide, to inform, to provide historical perspective on best practices and the difference between flash and solid decision making. that keeps companies strong and out of trouble over years, not just quarters.
It’s not that millennials don’t want to listen – they are too often put into positions with titles way too soon that are far above their skill level. . I’ve seen how they crash and burn from just not knowing what to ask, much less asking it.
Baby boomers have do have digital language over the course from agonizingly detailed commands (remember TRS80’s? Early IBM desktops?) to the amazing features of programs like Windows, Linux, based OS’s and apps. But we see it from a longer term and deeper perspective – For example, what happens to IP rights worth up to billions of dollars over time when a twitter comment and link can go around the world in less than 30 minutes? How do commercial commerce laws and SOX requirements apply for 2.0 applications How can these be maximized while staying in the corporate interest.?
Millennials do have a lot to contribute but they’re still in the learning and need for finding meaning in business environments stage. That is appropriate and natural.
GenX/GenY at different points in their careers but often still benefit from bouncing ideas off the generation with the largest disposable income for the next 20 years or so. Further Boomers are expert consumers – we were targeted and taught from birth how consume with expertise – as expert comparison and value shoppers, we can provide insight into what works/what doesn’t in the customer to product to corporation relationsihp. We’re a picky lot but can be wooed away by the right media and messaging. And by not insultingly writing us off as should be retired by now hopelessly out of date hangers on. Reality is that by definition we have from about 15 to 28 years still in the workforce – with that many in experience and wisdom gained already.
RE: technology, we can offer the history on which current applications are based – by knowing more about the DNA, managers can find additional room, functions and value to capitalize on. GenX and GenY usually too busy in meetings and balancing home and work to do this well. Millennials find meaning in finding and repurposing what exists with what they’re bringing to the corporate table. See? Not so tough. Nor does it need to be exclusive.
A huge part of it is people like you taking great care in assumptions made and extending correct information and branding to ALL groups including Boomers.