One of the biggest challenges CEOs cite is the ability to source and sustain talent, which is reflected in the dizzying number of surveys and reports focused on millennials. Thirty years ago, William Strauss and Neil Howe coined the term “millennials” for today’s rising generation of talent, but it has only been in the past few years that companies have found themselves befuddled when attempting to determine what captivates and motivates the generation that will come to dominate the workforce in the coming decades.
Outsell’s report by Dr. Adrienne Corn, The Millennial Mandate and the Future of Work, provides clear understanding about the generational talent shift and its importance. It examines the key drivers in this space, opportunities, and the future of work.
Having a broad understanding of who millennials are and what motivates them then piques the question: In what ways do these values impact organizations with multigenerational workforces? Download this report for practical approaches to address the changes happening due to the rise of the millennial workforce as contextualized within the current business environment.
- Why This Topic?
- What About the Millennials?
- Key Driver: Values
- Key Driver: Technology
- Key Driver: Education
- What’s the Problem? The Talent Shift and Organizational Impact
- Values at Work: “Work to Live”
- Values at Work: Flat Structure
- Values at Work: Community
- Values at Work: Purpose
- Values at Work: Learning & Development
- Values at Work: Positive Reinforcement
- Millennial Talent at Work: Revisiting the Case Studies
- Impact of Generational Misalignment
- The Future of Work: Agile Talent Alignment
- Unbounded Flexibility
- Double-Sided Analytics
- Gigs and Full Time Work
- Relational, Not Transactional
- Fostering Change
- Key Points
- Essential Actions
- Appendix: Definitions
Figures and Tables
- Figure 1: Changing Numbers of Generational Workers
- Figure 2: Millennial Values
- Figure 3: Organizational Paradigm Shift Required for a Millennial Workforce
- Figure 4: Negative Impact of Constant Millennial Turnover
- Figure. 5: Traditional Organization vs. Agile Talent Aligned (ATA) Organization
- Figure 6: Types of Agile Talent Aligned (ATA) Organizations
- Figure 7: Scaffolding Culture Change
- Figure 8: Talent: C-Level Myopia
- Table 1: Millennial Values at Work