Digital Natives: Millennials are the new business.
Superfast fibre optic broadband, IPhone, bandwidth, unplugged, hot spot, Twitter, Facebook, Instagram, Pinterest. These are all words that didn’t exist only a few years ago but are now common place across the Millennial generation; Millennials have grown up in a new technological world.
Technology on the market these days is fast, effective, logical and accessible from anywhere, at any time of the day or night. Millennials expect to be able to access what they want, when they want from their personal technological portfolios. Unfortunately, they expect the same level of service in the workplace.
“When they (Millennials) start new jobs, their expectations of the systems and tools they will use are already hardwired by their experiences as members of a digitally native generation.” Andy Campbell, thought leader at Oracle.
When starting a new role Millennials are passionate and excited by what lies ahead of them in the working world. They are often unaware of the restrictions budgets, hierarchy and office politics can place on creating new solutions and moving the organisation forward. They have fresh eyes and are ready for the challenge.
In interviews, they are wowed by their potential manager saying that the company want to bring in fresh new faces with the technological savvy to help them to move the organisation into the new millennium!
They accept the role and are excited to get started!
Then they arrive at their desk.
Legacy systems, out of date and incomplete data, slow response times, and technology that is difficult to use is sat in front of them. As bright young things, they suggest system improvements based on their knowledge of what’s available on the market. ‘We have no budget’ is the response, and they realise they are destined to work with what they have.
Unfortunately this is common place in the modern working world, but as Andy Campbell suggests, “by 2025, millennials (born between the mid-1970s and the early 2000s) will make up approximately 75 per cent of the labour force.”
With only ten years until the majority of the workforce will demand top notch technology at work, change is the only option if we want an engaged workforce. Giving people substandard tools and systems will only serve to demotivate them when tasks take twice as long, and the results are only half as good.
Outdated systems and processes are a real issue across many organisations, but in the HR world the impact on engagement is growing.
HR stores everything about us as an individual and, as the legal owners of our data, we want to be able to access, update and review information about ourselves quickly and easily. Access to how we’re doing helps to facilitate developmental growth and encourages us to be more engaged with how we’re doing at work.
“…Modern HR must be designed for effectiveness and convenience so that employees can choose when and how to engage. Being able to do this makes them enthusiastic about their next HR interaction.” Andy Campbell, thought leader at Oracle.
Employees as Customers
Sometimes we forget that our employees are our customers too. Just like our customers, the best ones can just as easily move elsewhere if they are dissatisfied with the service.
If we want to hang on to our best people, we need to provide them with the resources to work to the best of their ability.
Original article by Andy Campbell at:
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