Generation Y is changing the way work is organized: an opportunity for companies!

Generation Y, those born between 1980 and 2000, will be over 75% by 2030. These millennials, coming from a world turned towards the Internet, will soon be the majority in companies. As a result, the organization of work has been turned upside down and requires a new definition of jobs and their relationship with human resources. You will find this theme in our technological innovation file.

Transforming the conditions and places of work

This generation of digital natives is used to new technologies. Accustomed to open spaces, this generation likes to work on lively worktables so they can exchange ideas with their colleagues.
Millennials are also comfortable working remotely, and can easily carry out their tasks without the need for a fixed location. Having a welcoming, pleasant workplace is becoming more important than having your own closed office.

Hyper-connected in the personal sphere and thus familiar with the media and social networks, this generation does not hesitate to share its feelings about its professional experience on the networks. With the boundary between private and professional spheres tending to disappear, companies need to adapt their tools and exchanges to accommodate these employees, both internally and in their external communications.

Companies, whatever their size, will adapt their organization to these new expectations and motivations in order to retain committed employees and attract future leaders.

Reconciling work, leisure, independence and giving meaning to life

While previous generations dreamed of joining a large structure where they would evolve until they finished their career, millennials are looking for rewarding professional experiences, even if it means changing companies or creating their own start-up. The notion of loyalty, “over the years”, to one’s employer, which could lead an employee to consider first the interests of his company before his own, is now obsolete. It is transformed by loyalty to the company, which gives meaning to their work.

Involved in his company, the generation Y employee expects in return to be considered as a partner and not as an employee. Faced with these expectations, the manager must communicate regularly with his employees, both to provide feedback on the work accomplished and to listen to their needs. It’s a major challenge for middle management to position itself as a facilitator of the employee’s career and coach in day-to-day work.

Moreover, this generation is attentive to the impact of their company in its environment. For example, she questions the compatibility between her personal convictions and the company she works for, particularly in terms of social and/or environmental responsibility .

Beyond that, even if the boundary between private and professional spheres is becoming blurred, the new generations will not sacrifice their personal life for their job, having put family and friends back at the center of their concerns. It’s important to them that their company respects this choice and implements actions in this direction (for example: email boxes are no longer functional after 6pm in some companies).

HR must include these new behaviors in their policies to ensure the engagement of Generation Y.

A necessary review of the professions of the future

The world of work is adapting to this new generation, which is now in the majority in companies. Therefore, tomorrow’s jobs will have to be adapted. Not long ago, you could still see a person who had done the same job for his entire career. Today’s Generation Y is no longer satisfied with just one job or one skill.

It has a thirst for continuous learning and considers that people will no longer be tied to a specific type of function, but rather to a range of skills. With these, employees will be able to work in a variety of jobs. Thus, the “gig economy” (marketplace for exchanging skills) will lead to a change in the labor market, with the multiplication of in-house “ gig jobs ” for mobile employees, assigned to short or medium-term missions. Members of Generation Y will find an answer to their desire for freedom and flexibility.

The opportunity to seize

These changes are already underway in the world of work, or even largely already in place, for example in start-ups. HR can provide concrete answers to the expectations of this generation and initiate transformation policies in the company. Similarly, middle management has a key role to play in supporting this generation. The train is already moving, if you haven’t already done so, get on board.