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Towards creating millennial friendly Organization



Viral Das - Human Resources, Lupin Limited, Vadodara


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Millennials are very clear about their career path and their professional growth in the organization. If organization does not have to offer appropriate training and opportunity then there are chances that they look for the better opportunity.

In the age of millennials the work culture of the corporates/Industries changing drastically, Talent acquisition and engagement of the same becomes crucial for HR folks. If organization doesn’t have right things to offer to the millennials then there are chances to lose good talent.  To cater the need of the changing environment one has to come up with lots of innovation in terms of employee engagement program especially to attract and engage the millennials. Organization also needs to introspect and adopt the most appropriate culture to cater the expectations of the young people and to create platform for them where they can challenge themselves to excel, learn and explore and build the success career path.   


  • To attract and retain the young talents through effective HR practices.
  • To allocate value added task to them.
  • To make the seniors sensitive towards issues arising due the generation gap.
  • To redefine organization structure and policies which best suits to the millennials.
  • To channelize the talent and energy of the millennials so optimum output can be taken.


It takes time to overcome the above challenges and to establish millennial friendly environment in the organization but nevertheless there is always beginning in order to get the desired transformation. We can begin with little steps mentioned below to engage and retain the young talent in the organization.


1. Expectation:


Fair compensation is one of the important factors for any employee to join the organization but a part of it there is other factors also which plays significant role in attracting and engaging talent. It is very important for both the candidate and the organization to be clear about their expectations from each other and it should be clearly communicated at the time of interview itself. Such transparency will give clarity to both about each other and will help both to take appropriate decision.


Organization needs to plan its strategies keeping in a mind the expectation of the candidates and make sure that the expectation will get fulfilled eventually.   


2. Identify the talent:


There is no doubt that millennials are more advance and technocrats compare the baby boomer coworkers. Along with the subject they acquire lots of tacit knowledge and talent which needs to be identified. Along with technical knowledge we should know about other skills and talent a candidate possesses. This will help company to plan and design engagement activities and involve more number of participants. Through their talent the various Organizational Goals also can be achieved.


3. To form community of practices (COP):


Expertise won’t work all the time, sometime its only tacit knowledge comes to the rescue when other technical knowledge went wrong to resolve the issue. Platform is to be provided to this community of practice to share their knowledge and discuss the ideas.  This young bunch of people with tacit knowledge can do miracle if legitimate freedom to be given. This self-sustain group will help each other to grow and at the same time organization will also get benefited through the knowledge and skills they acquired.


4. Ensure career path:


Millennials are very clear about their career path and their professional growth in the organization. If organization doesn’t have to offer appropriate training and opportunity then there are chances that they look for the better opportunity. Manager need to sit with them and help them to understand their overall career path and guide them accordingly.


5. Mentoring:


Each employee strives for growth and learning, they join the organization with lots of aspiration and expectation. It becomes challenging for the seniors to motivate and engage the young and dynamic workforce. It is very important for seniors to get themselves equipped with relevant knowledge and current trends to become a good mentor. Besides, there are many things which seniors can learn from millennials too as millennials are good at latest technologies compare to their baby boomer coworkers. The process of learning from the juniors called reverse mentoring where learning and sharing can happens from both the end. Reverse mentoring enables both seniors and subordinates to learn and grow together. Subordinate also feel privileged and recognized by mentoring their seniors. It also helps them to understand each other and bonding between seniors and subordinate can be increased.


 6. Volunteering:


Now a day’s millennials prefer to work with the organization which are more socially responsible and contribute to the betterment of the society. Along with the professional work, people would like to work for the cause to create self-worth. Allow them to become a volunteer and give them opportunity to contribute for the society through ongoing CSR projects of the company. We can even invite small project proposal from the employees/group and fund them to accomplish the same and we can reward the best project accomplished. Engaging them through CSR will help organization in retention of the talents for quite a long time.


7. Culture:


It is inevitable for the organization to get transformed with changing trends and practices to attract best talent. In compare to other motivational elements the culture of the company plays vital role in retention of the young workforce. Millennials like to work with the company where responsibilities are being shared and not being imposed. They prefer working with you rather working for you. Millennials value work/life balance rather working extra hours for money hence, prefer in flexible working hours than 9-to-6 schedule. Let the culture of the company be little more casual and less formal like relax dress code, music, healthy food and gym etc. There is no harm in giving little freedom to the employee but contrary it will make employee more self-disciplined, transparent and responsible.  In order to bring such conducive culture one has to ensure that no disciplinary or other safety norms of the company should be compromised. 


8. Employee value proposition:


Every employee wishes to know WIIFM (What’s in it for me?). Company has to define its EVP by finding out what it’s employee like about the company as employer. EVP is so much more than just compensation and benefits. What best an employer can offer to the existing and prospective candidate to get them involve and engaged whole heartedly with the company. All the benefits which attract and retain the candidate can become the EVP of the company and will be promoted by the employees which help company in branding.


The above are the list of few activities which can be initiated considering the organizational requirement as it may vary company to company. Nevertheless adopting and implementing such initiative for betterment of the employees will always help organization to attract and retain the young talent.