Millennials (those born between the early 1980s and the early 1990s) make up a huge part of our workforce but they seem to lack loyalty to the companies and the leaders they work for. Multinational companies are noticing larger turnover rates of millennials as employee retention rates fall. This report looks at the findings of two large-scale surveys on the mindset of the millennial generation and explores how organisations can strive to address these needs, increase employee engagement and encourage retention.
In a global survey conducted by PricewaterhouseCoopers (PwC), more than 40,000 millennial (born between 1983 and 1993) and non-millennial responses were collected on the topics of workplace culture, communication and working styles, pay structure, career development. work-life balance, etc.
In a separate global survey conducted by Deloitte, more than 10000 millennials participated in a study about their perception of the threats and opportunities in the complex world of work.
Key Findings :
Millennials are as committed to their work as their more senior colleagues.
Millennials value interesting work and a good work-life balance. They do not believe
that excessive work demands are worth sacrifices in their personal lives.
Millennials want flexibility in their working hours and are willing to give up pay increases
and promotions for a flexible working schedule. They believe that success should be measured by productivity and not by the number of hours they are seen in an office.
Millennials want to feel supported and appreciated by their company and their
superiors.
Millennials want more opportunities to develop their skills. These include technological
skills, teamwork and interpersonal skills.
Millennials believe that businesses and business leaders should contribute to the improvement of society and they are more likely to be loyal to a company with strong ethics.
Recommendations :
Organisations and managers wanting to retain millennials should consider:
Monitoring their workload and satisfaction levels with their work-life balance.
Creating a flexible work culture where employees have more control over their working
hours and their work location.
Providing meaningful work and interesting opportunities.
Offering help and support in continuing professional development
changing the organisation's goals from being mainly about profit-making to motives that address social concerns and solve wider societal problems.
According to the report, are these sentences true or false?
1. Millennials are less loyal to their companies than non-millennials.
2. Millennials believe that their technological skills are sufficiently advanced.
3. Managers should be aware of how happy their staff are with their amount of work they have been given.
4. Managers should worry about their own work-life balance and not concern themselves with problems in society.
5. This report is based on surveys that only questioned people born between 1983 and 1994.
6. The surveys were conducted in several different countries.
In a global survey conducted by PricewaterhouseCoopers (PwC), more than 40,000 millennial (born between 1983 and 1993) and non-millennial responses were collected on the topics of workplace culture, communication and working styles, pay structure, career development. work-life balance, etc.
In a separate global survey conducted by Deloitte, more than 10000 millennials participated in a study about their perception of the threats and opportunities in the complex world of work.
Key Findings :
Millennials are as committed to their work as their more senior colleagues.
Millennials value interesting work and a good work-life balance. They do not believe
that excessive work demands are worth sacrifices in their personal lives.
Millennials want flexibility in their working hours and are willing to give up pay increases
and promotions for a flexible working schedule. They believe that success should be measured by productivity and not by the number of hours they are seen in an office.
Millennials want to feel supported and appreciated by their company and their
superiors.
Millennials want more opportunities to develop their skills. These include technological
skills, teamwork and interpersonal skills.
Millennials believe that businesses and business leaders should contribute to the improvement of society and they are more likely to be loyal to a company with strong ethics.
Recommendations :
Organisations and managers wanting to retain millennials should consider:
Monitoring their workload and satisfaction levels with their work-life balance.
Creating a flexible work culture where employees have more control over their working
hours and their work location.
Providing meaningful work and interesting opportunities.
Offering help and support in continuing professional development
changing the organisation's goals from being mainly about profit-making to motives that address social concerns and solve wider societal problems.
According to the report, are these sentences true or false?
1. Millennials are less loyal to their companies than non-millennials.
2. Millennials believe that their technological skills are sufficiently advanced.
3. Managers should be aware of how happy their staff are with their amount of work they have been given.
4. Managers should worry about their own work-life balance and not concern themselves with problems in society.
5. This report is based on surveys that only questioned people born between 1983 and 1994.
6. The surveys were conducted in several different countries.
Jawaban:
Milenial (mereka yang lahir antara awal 1980-an dan awal 1990-an) merupakan bagian besar dari tenaga kerja kita, tetapi mereka tampaknya kurang loyal kepada perusahaan dan pemimpin tempat mereka bekerja. Perusahaan multinasional memperhatikan tingkat pergantian generasi milenial yang lebih besar karena tingkat retensi karyawan turun. Laporan ini membahas temuan dari dua survei berskala besar tentang pola pikir generasi milenial dan mengeksplorasi bagaimana organisasi dapat berupaya memenuhi kebutuhan tersebut, meningkatkan keterlibatan karyawan, dan mendorong retensi.
Dalam survei global yang dilakukan oleh PricewaterhouseCoopers (PwC), lebih dari 40.000 milenial (lahir antara 1983 dan 1993) dan non-milenial dikumpulkan tanggapannya tentang topik budaya tempat kerja, komunikasi dan gaya kerja, struktur gaji, pengembangan karier. keseimbangan kehidupan kerja, dll.
Dalam survei global terpisah yang dilakukan oleh Deloitte, lebih dari 10.000 generasi milenial berpartisipasi dalam studi tentang persepsi mereka terhadap ancaman dan peluang di dunia kerja yang kompleks.
Temuan Utama :
Generasi Milenial memiliki komitmen yang sama terhadap pekerjaan mereka seperti rekan kerja mereka yang lebih senior.
Milenium menghargai pekerjaan yang menarik dan keseimbangan kehidupan kerja yang baik. Mereka tidak percaya
bahwa tuntutan pekerjaan yang berlebihan layak dikorbankan dalam kehidupan pribadi mereka.
Milenial menginginkan fleksibilitas dalam jam kerja mereka dan bersedia melepaskan kenaikan gaji
dan promosi untuk jadwal kerja yang fleksibel. Mereka percaya bahwa kesuksesan harus diukur dengan produktivitas dan bukan dengan jumlah jam mereka terlihat di kantor.
Milenium ingin merasa didukung dan dihargai oleh perusahaan mereka dan mereka
atasan.
Milenial menginginkan lebih banyak kesempatan untuk mengembangkan keterampilan mereka. Ini termasuk teknologi
keterampilan, kerja sama tim, dan keterampilan interpersonal.
Milenial percaya bahwa bisnis dan pemimpin bisnis harus berkontribusi pada perbaikan masyarakat dan mereka cenderung setia kepada perusahaan dengan etika yang kuat.
Rekomendasi :
Organisasi dan manajer yang ingin mempertahankan milenium harus mempertimbangkan:
Memantau beban kerja dan tingkat kepuasan mereka dengan keseimbangan kehidupan kerja mereka.
Menciptakan budaya kerja yang fleksibel di mana karyawan memiliki kontrol lebih besar atas pekerjaan mereka
jam dan lokasi kerja mereka.
Memberikan pekerjaan yang bermakna dan peluang yang menarik.
Menawarkan bantuan dan dukungan dalam melanjutkan pengembangan profesional
mengubah tujuan organisasi dari yang terutama tentang mencari keuntungan menjadi motif yang menangani masalah sosial dan memecahkan masalah masyarakat yang lebih luas.
Menurut laporan tersebut, apakah kalimat ini benar atau salah?
1. Generasi Milenial kurang loyal terhadap perusahaannya dibandingkan generasi non-milenial.
2. Generasi Milenial percaya bahwa keterampilan teknologi mereka sudah cukup maju.
3. Manajer harus menyadari betapa senangnya staf mereka dengan jumlah pekerjaan yang telah diberikan kepada mereka.
4. Manajer harus mengkhawatirkan keseimbangan kehidupan kerja mereka sendiri dan tidak menyibukkan diri dengan masalah di masyarakat.
5. Laporan ini didasarkan pada survei yang hanya menanyai orang yang lahir antara tahun 1983 dan 1994.
6. Survei dilakukan di beberapa negara berbeda.
Penjelasan:
jadikan jawaban terbaik!!!! jgn cuma liat jawaban aja...