West indian culture

Millennial managers are changing workplace culture – The Hitavada


By Dhananjay Naithani:

The largest and fastest growing group of workers today are millennials. India is one of the youngest nations in the world, with a millennial population of over 400 million of inhabitants. According to the CIA’s World Factbook, India‘s median age is 28 in 2021. This indicates that compared to thirty-eight, thirty-seven and forty-seven in the United States, China and in Japan, half of its population is under the age of twenty-eight. They are also part of the new managers we have. Millennials create a new corporate culture as they move up the corporate ladder. The majority of managers today are millennials, according to new research from LinkedIn. The ramifications are obvious: Generation Y managers are changing the workplace and the organization, which will have an effect for years to come.

As older generations begin to take permanent retirements from the workforce, millennials are increasingly moving into mid-level leadership positions, and some are moving into decision-making positions. This shift is clearly seen in the way millennial managers lead their teams. Here are several ways that millennial executives, as they rise through the executive ranks, are improving company culture, from open communication to collaborative work environments. Millennials work for purpose Millennials need purpose in their jobs. According to a study by the Society for Human Resource Management, 63% of millennials, the majority of whom are under 35, would rather make a profit than improve society. Up to 57% of millennials want more days of company-wide service, and 94% want to use their abilities to help a cause. The report shows that millennials are the first generation to expect their jobs to be more than just a workplace, despite often being characterized as authoritative, lazy, distracted and worse. They expect the mission and purpose of the organization to be consistent with their own. For this generation, the focus has shifted from a salary to a goal, and the culture must follow. Millennial managers continue to grow The majority of millennial managers are aware that fancy coffee makers and ping-pong tables don’t motivate employees or produce happiness at work. This generation is driven by progress and purpose. Millennials make up the majority of the workforce.

This generation’s unique traits and attitudes about work and careers are reflected in changes in the workplace. They anticipate that development policies, principles and programs will support their vision, principles and the professional future they envision. Millennials don’t want to be bosses. They aspire to be trainers. They don’t seem to care about conventional methods of command and control. Millennials love coaching because it helps them recognize and develop their skills as people and as employees. Instead of being bosses, they prefer to be leaders. They value cooperation and want to connect with the C-Suite as well as their line manager’s leadership teams. They want to set an example by being accessible to all, regardless of position or authority. They don’t want to fix weaknesses. Weaknesses should not be overlooked by organizations. Instead, they should focus on enhancing strengths while minimizing weaknesses to create healthy work cultures. They would like the company to give its workers more chances to develop and improve their skills so that they can overcome and counter any limitations they may have.

Willingness to Change Millennials have the ability to influence significant change in businesses with Millennials in leadership roles as well as in the teams they lead. Many millennials are moving into leadership positions. Millennials, a generation often known for seeking meaning in their work, are now in leadership positions. According to Gallup, a US-based analytics and consulting firm, millennials are continuing to grow rather than just working for pay in their latest survey. Does this organization recognize my strengths and contribution? is the question they ask themselves before joining a company. I have the opportunity to do what I do best every day in this company? To learn and grow More learning and growth opportunities are emphasized by Gen Y managers, something Gen Z employees value in a mentor. As an important part of an organization, Millennials demand a diverse and inclusive workplace with an energizing atmosphere.

While we’ve already talked about how important company culture is to millennials, it’s important to keep in mind that their beliefs are just as important. Generation Y is the first generation to have integrated this thinking into their workplace, because it is the generation that has acquired it. In the workplace, millennials are consumers and they are willing to investigate and apply for jobs at other companies. When millennials begin to take on leadership roles, they bring a distinct perspective on how companies manage and manage their people. As the 21st century progresses, millennials are fundamentally changing the way they work. Millennial managers will set the standard for future generations on what they can expect in the workplace, in their careers, and from running their business. (IANS) ■

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