Now that Millennials make up 36% of employees worldwide, most executives and business owners have made a priority of meeting their needs and aligning their success with the company’s. Fortunately, doing that for Millennials succeeds in doing it for most all employees. That’s because, as a group, they entered the workforce over the course of the recession, which for them was a formative experience. But since they shared it with everyone else, the lessons they learned, and the desires they pursue as a response to it, apply to a much broader demographic.
If you haven’t abandoned performance reviews yet, you probably have the same reason as Facebook: “Critics of performance evaluations have suggested that ratings automatically produce a fight-or-flight response,” their executives write. “Actually, many people have stronger reactions to not being rated.”
Great companies have a vision of where they want to go. And they share it so everyone in the company not only knows the vision, but also buys into it.
Over the course of the economic recovery we’ve been expanding RESULTS.com in North America at double-digit rates, and that’s put us in a unique position to watch a fundamental change in the way people relate to work.
It has a lot to do with the Millennials coming into the workforce, but it’s not just them.
Understanding how Millennials function in the workplace can be a challenge. Here's how to make the most out of Meetings that include Millennials.
We’ve all experienced the awkward, frustrating attempt to converse with a person who relentlessly checks his or her phone. Their eyes rarely greeting your own as you speak: “Am I boring you?” “Is that text really necessary?” These are some questions that arise when someone expresses their egregious indifference towards you as you attempt to connect with them.