Close Menu
    Facebook X (Twitter) Instagram
    • Our Story
    • Partner with us
    • Reach Us
    • Career
    Subscribe Newsletter
    HR KathaHR Katha
    • Exclusive
      • Exclusive Features
      • Research
      • Point Of View
      • Case In Point
      • Dialogue
      • Movement
      • Profile
      • Beyond Work
      • Rising Star
      • By Invitation
    • News
      • Global HR News
      • Compensation & Benefits
      • Diversity
      • Events
      • Gen Y
      • Hiring & Firing
      • HR & Labour Laws
      • Learning & Development
      • Merger & Acquisition
      • Performance Management & Productivity
      • Talent Management
      • Tools & Technology
      • Work-Life Balance
    • Special
      • Cover Story
      • Editorial
      • HR Forecast 2024
      • HR Forecast 2023
      • HR Forecast 2022
      • HR Forecast 2021
      • HR Forecast 2020
      • HR Forecast 2019
      • New Age Learning
      • Coaching and Training
      • Learn-Engage-Transform
    • Magazine
    • Reports
      • Whitepaper
        • HR Forecast 2024 e-mag
        • Future-proofing Manufacturing Through Digital Transformation
        • Employee Healthcare & Wellness Benefits: A Guide for Indian MSMEs
        • Build a Future Ready Organisation For The Road Ahead
        • Employee Experience Strategy
        • HRKatha 2019 Forecast
        • Decoding and Driving Employee Engagement
        • One Platform, Infinite Possibilities
      • Survey Reports
        • Happiness at Work
        • Upskilling for Jobs of the Future
        • The Labour Code 2020
    • Conferences
      • Rising Star Leadership Awards
      • HRKatha Futurecast
      • Automation.NXT
      • The Great HR Debate
    • HR Jobs
    WhatsApp LinkedIn X (Twitter) Facebook Instagram
    HR KathaHR Katha
    Home»Special»Campus Connect»Millennials: What they want
    Campus Connect

    Millennials: What they want

    mmBy Prajjal Saha | HRKathaMay 5, 20156 Mins Read1908 Views
    Share LinkedIn Twitter Facebook
    Share
    LinkedIn Twitter Facebook

    Clear goals, flexible work environment, freedom to make decisions, opportunities for growth and use of the latest technology seem to be some of the sough-after factors for Gen Y.

    What do millennials expect from their organisations? If I have a few members of Gen Y in my team, should I ensure that they are engaged fully to give maximum output? How can I ensure out-of-the-box suggestions/ creative solutions to the typical problems being faced by me/ my organisation?

    In my opinion, the Gen Y professionals need the following things so that the organisations are in a better position to reap benefits:

    Absolute clarity of performance indicators and deliverables
    The most important thing is to state what is expected of them —targets/goals / KRAs/ BSC — and explain the parameters based on which they will be judged. In simple words, what can affect the pay raise and performance appraisal so that they can decide on the parameters to avoid or work on, to improve their performance.

    Trust factor, freedom of work and no micro management
    Once the trust is established in the employees, they expect freedom of work and decision making. Micro management on any petty issue ultimately results in frustration due to the burden of excess reporting. At times, it daunts the boss–subordinate relationship also. Organisations should have some initiatives like skip-level meetings or one-to-one forums where this factor can be constantly checked and improved to ensure greater benefits for the organisation and the individual.

    Flexible work environment
    This is the most vital aspect of employee retention, specially when it comes to Gen Y, where the employees expect clarity of goals and deliverables along with timelines. Organisations should give them the freedom to manage their work in the most feasible manner.

    Technology has enabled organisations to offer various options for the same like accessing the official mails using smart phones (in accordance with the safety and IT policies of the company, of course) and complying with the targets from the client side or ‘work from home’ on certain days, etc. In the end, it is the result that matters, which is anyway the agreed parameter. Work–life balance plays a crucial role when it comes to the actual reason of exit. Organisations should emphasise on providing more and more work–life balance through employee engagement initiatives.

    No “Shree – Ji” culture

    Anurag Kalyani

    In many organisations (mainly family-run businesses), where a traditional culture is observed, the mark of seniority is a “shree” at the beginning and a ‘ji’ at the end of the name. This sounds interesting but feels strange to this new cadre of employees, when they are addressed that way or expected to do. The millennials are more open minded and expect a less formal or a more friendly approach at work.

    ‘It’s my pay, I should get it my way’
    Gone are the days when the employees were working for pension and other retirals of fixed-pay salaries. Gen Y expects a more flexible system for them to work out the best and tax-friendly structure for them. Many of them want more percentage in variable pay where clearly communicated, smart, goals-based and periodically evaluated performance should be the only criteria and nothing else. If organisations intend to keep the employees of this cadre happy, then strong emphasis should be laid on the salary structure, which can have a mixed blend of all. In today’s technology-driven environment, the management of a flexi structure is not that challenging, even though there may be a different structure for each employee.

    The “Mann kii baat “ forum
    Employees want organisations to listen to them and prefer a forum where they can ventilate their feelings —personal as well as professional. Many companies today have tied up with counsellors where a toll-free number is available for employees to speak to experts, seek guidance or simply vent their feelings. The system is very effective.

    They Need 4 G
    4G is a vital tonic, which the Gen Y needs from employers so that they can also give much in return and end up in a win-win situation.

    Growth, growth, growth
    Growth in terms of responsibilities, flexibility, position, team size and of course, money is what they pursue and seek. Organisations capable of providing growth, are the ones that are leading in the market today.

    Global reach
    Many organisations offer global assignments to employees. Gen Y prefers to work with such organisations of repute where the growth opportunities are not just limited to a specific country, but where the profile can take them to a global position anywhere across the continents. A decent stint abroad certainly adds flavours to their profiles, and at the same time, provides opportunities to learn the global techniques being adopted for the tasks they are performing. Such global assignments by organisations often result in retention of talent in a fiercely competitive scenario.

    Generation Tech 
    The technology-savvy generation likes to try their hands on the latest gadgets and apps and prefer to apply trendy and advanced software to work in order to come up with creative tech solutions at the workplace. Gone are the days when papers were in use. Now, the minutes of the meetings are taken down on smart phones, messages are conveyed through whatsapp group posts, documents are circulated through image share and proofs are kept in the form of saved chat boxes. The Gen Y is really looking for a working environment filled with gadgets. In many organisations, like advertising agencies or companies engaged in R & D, this is becoming a reality.

    Gender Equality/fair treatment to all
    There are many manufacturing or non-service sector organisations which have a ’traditional’ mindset for shop floor employees , specially women. For them, women are a secondary preference (and for some activities – not preferred at all) on the shop floor. Such a mindset leads to the rejection of 50 per cent of the recruitment choices and ignoring of some of the best talents. Organisations today should seriously consider having a diverse work force, even on the shop floor in order to nurture the potential of women employees and use their creativity for the benefit of one and all.

    (The author is himself a millennial and senior manager, HR, at Siemens).

    Millennials
    Share. LinkedIn Twitter Facebook
    mm
    Prajjal Saha | HRKatha

    Dr. Prajjal Saha, editor and publisher of HRKatha since 2015, leverages over 25 years of experience in business journalism, writing, and editing. He founded HRKatha to provide insightful analysis on the evolving workplace. With expertise spanning HR, marketing, distribution, and technology, Saha has a deep understanding of business dynamics. His authorship of the acclaimed Marketing White Book highlights his versatility beyond HR. A trusted voice across industries, his clear and thoughtful commentary has earned him a reputation for thought leadership, making him a reliable source of knowledge and insights for professionals navigating the complexities of the business world.

    1 Comment

    1. Sharika V Gopal on May 25, 2015 10:08 am

      Good Insights ! I agree to the pointers being a millenial myself .

      Reply
    Leave A Reply Cancel Reply

    7 + three =

    Related Posts

    Social media is showing Indian workers what they’re missing—and they want change

    June 11, 2025

    ‘I love my job’ say 49% of employees who have a good friend at work

    May 6, 2025

    Ageism is a reality in India Inc.: 42% of employees experience it

    March 13, 2025

    Rs 4.5 lakh for 2 months avg. stipend of top 10% of TISS Mumbai’s HRM & LR batch 2024-26

    March 7, 2025

    QUICK HR INSIGHTS

    EDITOR'S PICKS

    Why ‘Centres of Excellence’ can hollow out the very culture they’re meant to strengthen

    July 14, 2025

    How a thumbs-up became a generational minefield

    July 11, 2025

    Why HR must unite hiring and development to survive

    July 10, 2025

    The 5-to-9 Trap: Is Gen Z’s quest for perfect evenings fuelling a new burnout?

    July 9, 2025
    Latest Post

    Vedanta has skilled 15 lakh people in 5 years

    Skill India July 15, 2025

    In the past five years, Vedanta has managed to skill almost 15 lakh people across…

    Parul Pruthi takes on CHRO role at Revolt Motors

    Movement July 14, 2025

    Parul Pruthi has taken on the role of chief human resources officer, at Revolt Motors.…

    Sony cuts over 100 jobs at Israeli chip unit

    News July 14, 2025

    Sony has laid off more than 100 employees at its semiconductor research and development centre…

    Singapore’s Career Health SG to support lifelong learning and workforce readiness

    Global HR News July 14, 2025

    Singapore has launched a new national initiative, Career Health SG, to help workers make informed…

    Asia's No.1 HR Platform

    Facebook X (Twitter) Instagram LinkedIn WhatsApp Bluesky
    • Our Story
    • Partner with us
    • Career
    • Reach Us
    • Exclusive Features
    • Cover Story
    • Editorial
    • Dive into the Future of Work: Download HRForecast 2024 Now!
    © 2025 HRKatha.com
    • Disclaimer
    • Refunds & Cancellation Policy
    • Terms of Service

    Type above and press Enter to search. Press Esc to cancel.