There are several myths about the millennial generation that have filtered through in the labour and consumer markets such as; “Millennials are lazy and entitled” or “they’re not committed to their jobs”. These myths have had an overwhelmingly negative impact on the future of the workforce.
Our feature on millennials aims to debunk such myths and encourage organisations to make space for this productive generation in their boardrooms and office spaces.
Here’s a look at some myths we would like to confront:
Myth 1: Millennials are not loyal
Contrary to popular belief, studies show that the millennials have similar values as the older generations and value job security. A 2017 survey conducted by Deloitte revealed six out of every ten millennials prefer full-time employment. They are more keenly aware of the importance of stability in times of uncertainty with over 70% of these survey respondents saying they are sticking to their jobs over the next two years.
Myth 2: Millennials are lazy
Unlike their predecessors, millennials define productivity differently and use technology to manage their work deliverables. This makes the usual organizational process less tedious and easier to be more productive. A PwC study on millennials and their use of technology within the workplace found that 75% of millennials believe that technology makes them more effective at work.
Another study by Manpower Group showed that 73% of millennials worked over 40 hours per week, this means that they are working even harder than previous generations.
Myth 3: Millennials are antisocial and obsessed with social media
It is important to note that millennials grew up during the age of digital technologies. Although only 39% of millennials still prefer face-to-face communication as opposed to emails and text messages, this does not mean that millennials refuse to interact or are anti-social. Millennials value community and belonging, favouring group interactions and videos throughout the day over phone calls and e-mails. As such, they are integrating work and life in this way, allowing for collaboration inside and outside the working environment.
It is important that employers think beyond stereotypes based on marketing trends and integrate their systems to promote inclusion, develop improved labour practice and strengthen the multi-generational workforce. After all, a happy workforce is a more productive workforce.