What Do Millennials Want?

We are millennials. We were born between 1982 and 2004, and we’d like to share our perspectives on recruiting and retaining millennials, members of our generation. We certainly don’t pretend to be experts on HR issues, but we think we have some ideas you might find interesting as you work to manage two or three generations in your own workforce. Here we go:

Don’t Lump All People Under 35 Together

Millennials are like GenX and Baby Boomers in that we are diverse. So here is our best advice: Deal with us as individuals even though it may be easier to group us all together when forming an opinion based on generational misunderstandings. Yes, we’ll admit there are some in our generation who can be considered slackers, but many of us are dedicated, hardworking, well-educated, ambitious individuals, just like the generations before us. Interview us and you’ll discover who is a good fit for your organization and who isn’t. We each have our own talents and strengths, and we’re willing to deploy them on your behalf as employees and team members.

We Enjoy a Challenge

Like the generations before us, the ambitious members of our generation want to learn and grow in our jobs. We put ourselves in that group of ambitious people, and can say we want to acquire new skills and to put those skills to work. Of course, the two of us being accountants, we know there remains a vast amount of information to master, and we understand we won’t be experts overnight. We see the judgment required by HORNE partners and managers when they assist clients in making tough financial decisions.  While we’re learning the basics of the business, however, we’re getting ready for the next step and creating the basis for good judgment as we grow.

Our HORNE mentors act as sounding boards for our ideas and challenge us to extend our reach. We have recently moved to the M&A team, and our colleagues are helping to guide our education in the specifics of the practice. We see a challenging future.

Money Isn’t Everything

In fact, salary isn’t generally in the top three reasons someone takes a job. In surveys, members of our generation have said they want to do meaningful work. They’ve also indicated they prefer working in urban environments where the energy skews younger and there are more things to do. Who wouldn’t want to live in an exciting place, doing meaningful work they enjoy with challenges and rewards to match? We don’t think we’re so very different from other generations, except that we know those jobs exist, and we’re willing to wait for them. Toiling away for years in an unappreciated position with slim chances of advancement doesn’t seem attractive, especially when more and more companies offer richer experiences. By the way, if you’re looking for a perk that might really interest your under-30 employees, try helping us out with student debt or assisting with our next degree.

Information is Golden

No one enjoys working in the dark. All of us like to know where our organization is headed, and what our roles are in getting there. Are you sharing information from top to bottom and bottom to top in your business? Do your employees know what your values are and what the company’s mission is? Do you work in silos, each department or area separated from others? Information exchange is critical in today’s work world because you can’t be nimble if you aren’t communicating internally. Today’s rapidly changing business environment demands that companies function smoothly. Younger staff members didn’t create the need for better communication, but they may ask for it more confidently than other generations have.

Technology Changes Everything

Yes, we’re wireless. As a generation, we have been raised with rapidly advancing technologies and we really do like our gadgets. Not only do they keep us connected to the people and things that interest us, they also help us to be more flexible in doing our jobs. No longer are employees tied to an office, or for that matter, to a set office schedule. Traditional companies may have to rethink their management styles to accommodate a geographically diverse workforce, but by focusing on the project or task rather than the hours spent in the office, they can free their employees from a nine-to-five work life. And they can offer team members the possibility of living where they like – a bonus for companies in smaller cities and towns.

We know in a tightening labor market like we see today, hiring talented, motivated, skilled employees is more and more difficult. And for the next 10-15 years, we’ll have several generations working together. Our generation has a great deal to offer, and being millennials ourselves we think wise companies are paying attention.

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About the Co-Author

Jose Alcaraz serves as a senior associate for HORNE LLP. He focuses on providing assurance and advisory services to public and middle market companies.