Millennials are getting too much attention
4 Millennials Prejudices You Can Learn From
“Generation Y” and “Millennials” are just two names for the generation to which I want to dedicate myself to you. It is the best-researched age group and the most prejudiced group. I don't want to talk you out of these prejudices. On the contrary: I am telling you that you are often right. But I would like to show you how you can derive personal and entrepreneurial advantages from the behavior of this generation!
Who is "Generation Y"?
Those born between 1980 and 2000 are referred to as "Millennials" or "Generation Y". The young adults are characterized by their growing up with the rapid development of technology. Many already had access to technical devices, the Internet and later to smartphones in their youth. This created a certain intuitiveness in the use of technical devices, services and sources of information. Furthermore, this generation is credited with a return to community, a generally open worldview and high individual demands in professional and private life. The world is open to them and the oversupply ensures that they can afford it. The generation also has negative traits: These cohorts are often said to be lazy at work, a lack of social skills, a lack of respect for the company they are employed by, or self-centeredness. All of these things are no accident! So says z. For example, every third small business owner of the previous generations before 1980 said that those born between 1980 and 2000 feel sublime and consider themselves something special.
Take 5 minutes and explore with me the most important prejudices against “millennials”. Because some biases quickly turn out to be an advantage that is worth adopting.
"Young people rely too much on technology!"
One thing is very clear: playing on your smartphone all the time and being distracted is absolutely wrong. But millennials grew up with today's technology. It is not difficult for them to familiarize themselves with new tools or new technical devices. And they bring something with them that you urgently need to acquire: they are not afraid of technology. Bank of America proved: 77% of the small business owners surveyed, who belong to "Generation Y", said that using the many technologies gives them the feeling of having everything under control. The older generation, on the other hand, prefer to use technology to achieve a better work-life balance, but do not trust it to simplify everyday work or quickly feel overwhelmed by it.
Technology offers a number of possibilities: Technical solutions can always contribute to financial success. It starts with employee motivation and ends with accounting. Tools like Peoplegoal allow you to set personal goals. Make it an incentive for your employees: Those who achieve their goals or finish projects will receive a small gift at the end of the month. Ultimately, this also contributes to a healthy, communal atmosphere among your employees: they feel that you are being noticed, and you can show that good work is recognized and rewarded. The possibilities are endless - take advantage of them and make your business more effective.
"The young people have no respect for the company that employs them."
First things first: Millennials have great respect for leaders and the company they work for. But it is like this: Young workers are hungrier than previous generations. If you fail to show a capable millennial training or advancement opportunities after a year or two, even though they do a good job, they'll look for a company where they'll be needed for bigger tasks. A global study by Deloitte found the following: 90% of millennials who plan to stay with their company for more than 5 years cited “meaningful tasks” and “opportunities for advancement” as reasons for their satisfaction.
The next generation of employees is looking for fulfillment in their job. They receive this through personal appreciation, demanding tasks, and friendly relationships with colleagues. The money has to be right, but it has long ceased to be the yardstick by which young people measure their quality of life.
So if you intend to keep the talent in your company, then you should get used to giving your employees the opportunity to prove themselves on a regular basis. Reward successful work and ensure that employees are valued, otherwise they will quickly feel inadequate.
"The young people are completely unreliable!"
Young people take great risks and are volatile - one might think. But it is nowhere near as easy to explain. First of all, it is important to understand the thought patterns of this generation: they saw the economic crisis when they were just about to start life. Unpaid internships or the loss of training and jobs were the result.
This showed that it is right to always come up with a plan B, C or even D. Not settling on a statement or committing to a career ensures peace of mind. Because if a job doesn't work out, you don't have to give up immediately. Then you choose the alternative route. Today's startup founders in particular have taken this to heart and always have at least two alternative paths at hand that can be followed in the event of a problem. Founders have ever greater problems in obtaining a classic bank loan and are looking for alternative financing.
Factoring is one of those options. As a customer, you submit your outstanding invoices to a factoring service provider. This in turn pays you the outstanding amounts so that you have cash immediately available. The factoring service provider then takes over the waiting for you and handles the entire process for you. Companies such as FLEX Payment offer online factoring. This means that all data is sent in digitized form. This saves time and enables you to secure your cash flow faster.
"The young people are lazy at work!"
The prejudice of laziness at work can be refuted very easily: the average working time in 1992 and 2014 was an average of 41 hours per week. It is simply not true that “millennials” cannot or do not want to work hard.
The impression arises because the younger generation attaches much greater importance to personal development, amicable and familial fulfillment and physical balance.
This behavior is significantly healthier than a 60-hour week without adequate compensation. The statistics also show: Burn-out diseases increase dramatically with the age group: In 2015, on average, there were only 508 sick days for 20- to 34-year-olds, but 895 sick days for 35- to 54-year-olds (generation "baby boomers") reported per 1000 health insurance members - an increase of almost 59%.
In this case, if you want to learn from the “Millennials”, then this: Take more time for yourself, your family and your private life. Nobody is forcing you to risk your own physical and mental health. In addition, the OECD proved that with an input of 50 hours per week, a person's productivity drops drastically.
“Generation Y” brings many traits with it that at first glance are quickly misunderstood as laziness, self-centeredness, unreliability or disloyalty. However, looking at the motivations, ways of thinking and working in these age groups is of fundamental importance for the future of your company. Regardless of whether you want to be attractive as an employer, are looking for trustworthy partners as a self-employed person or are looking for expert opinions: the coming generation will be your contact sooner or later. Therefore, it is advisable to set aside the prejudices today and even better: to recognize and use their advantages.
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