ARMONK, N.Y., Feb. 19, 2015 /PRNewswire/ -- IBM
(NYSE: IBM) today announced that pretty much everything you thought
you knew about Millennials could well be wrong. A new IBM study
reveals much of the hype about Millennial employees simply isn't
true. They aren't the "lazy, entitled, selfish and shallow" workers
that many believe them to be.
Experience the interactive Multimedia News Release here:
http://www.multivu.com/players/English/7428151-ibm-millennials-workplace-myths
The results of the global, multigenerational study "Myths,
Exaggerations and Uncomfortable Truths" found that the fundamental
distinction between Millennials and older employees is their
digital proficiency, which comes from growing up immersed in a
digital world. But, for things like career goals, employee
engagement, preferred leadership styles and recognition, the study
shows that Millennials share many of the same attitudes as Gen X
and Baby Boomer employees.
By 2020, Millennials will be approximately 50 percent of the
U.S. workforce (1). So within the next five years, Millennials will
wield increasing influence over organizations' decisions, move in
to leadership roles and basically take over the workforce.
Today's business leaders need to begin planning for this shift
by creating a workplace environment that will maximize the
Millennial generation's unique strengths. To do so, they first need
to separate fact from fiction on what Millennial employees are
really all about. Helpfully, the IBM Institute for Business Value
examined five commonly held beliefs about Millennials and busted
then like the myths they are.
Myth 1: Millennials' career goals and expectations are
different from their elders (i.e. unrealistic).
As it turns out, Millennials want financial security and a diverse
workplace just as much as their older colleagues.
Myth 2: Millennials need endless praise and think everyone
should get a trophy.
Millennials' idea of a perfect boss isn't someone who pats them on
the back. They're looking for an ethical and fair boss who shares
information. Thirty-five percent of Boomers and Millennials listed
this as the top quality they seek in a boss. Last on the priority
list for Millennials? A boss who asks for their input.
Funny enough, it's Gen X employees, not Millennials, who are
more likely to think everyone on a successful team should be
rewarded. 64 percent of Gen Xers agreed with this statement
compared to 55 percent of Millennials. Project much Gen X?
Myth 3: Millennials are digital addicts with no boundaries
between work and play.
Millennials are less likely than
older generations to use their personal social media accounts for
business purposes. Twenty-seven percent of Millennials never do so
-- compared to only 7 percent of Boomers. Millennials enter the
workforce with a strong social presence and personal social media
strategy. They know what they want to communicate, where they want
to share it and how it best suits their audience. Like Taylor
Swift.
Myth 4: Millennials can't make a decision without
crowdsourcing.
Millennials value others' input, but are no more likely to seek
advice when making work decisions than Gen X. And, even though they
think gaining consensus is important, more than fifty percent of
Millennials believe that their leaders are most qualified to make
business decisions.
Myth 5: Millennials are more likely to jump ship if a job
doesn't fulfill their passions.
Millennials change jobs for the same reasons other generations do,
and they are no more likely than older colleagues to leave a job to
follow their passion. In fact, Millennials, Gen Xers and Baby
Boomers are all two times more likely to leave a job to enter the
fast lane – i.e. to make more money and work in a more innovative
environment -- than any other reason, including saving the
world.
So what's an employer to do?
Employers can't rely on generational stereotypes when planning and
serving their workforce. They need robust, nuanced talent
strategies and analytics to better understand employees as
individuals to make the most of their skills.
According to the IBV, applying workforce analytics can help
executives uncover previously hidden patterns of employee actions,
enabling HR and business leaders to make smarter, more effective
decisions, and ultimately improve business results (2). IBM works
with companies around the world and across industries to help
implement best practices for millennial engagement and workforce
analytics.
For the multigenerational study, the IBV surveyed nearly 1,800
employees from organizations of all sizes, across 12 countries.
Additionally, research was conducted though a Tweetchat, group
discussions and one-on-one interviews.
Now it's your turn. Let's compare notes on what we all have in
common at work. Show us the way you work... share your thoughts
through social networks like Twitter, Instagram, Vine or Facebook.
Please use the hashtag #TheWayWeWork and share a photo/video of
yourself that explains how you get work done and what you love the
most about your work.
Access the full Millennial Study findings at
www.ibm.biz/millennialmyths
Flickr datagrams:
https://www.flickr.com/gp/ibm_media/37k8j7/
Join the conversation #TheWayWeWork
More information about the IBM Institute for Business Value can
be found here.
Download the IBM IBV app on your Android or iOS tablet.
- Maximizing Millennials in the Workplace
- IBM Institute for Business Value, "Unlock the People
Equation"
Contact
Suzanne Aronowitz
IBM Media Relations
saronowi@us.ibm.com
617-693-1811
Alicia Buksar
IBM Media Relations
aabuksar@us.ibm.com
201-693-7756
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visit:http://www.prnewswire.com/news-releases/ibm-study-the-real-story-behind-millennials-in-the-workplace-300038379.html
SOURCE IBM