Monthly Archives: July 2014

Need to manage Millennials in the workplace – hyped or real?


Mark, an individual and a Millennial who recently joined an organization is all excited to be in a career growth oriented role. As a part of Gen Y, he has very high aspirations and expectations. He is hoping to achieve everything at a doubly fast pace.

Is that the benchmark mindset of other Millennials / Gen Y as well?  …. May Be or May Be Not … 

The biggest challenge for any organization has always been “how to manage its workforce”. 

The survey, carried out by London Business School (LBS) in conjunction with Deloitte, also revealed that 37% had given themselves a maximum of a two year window with any one organization, and that 40% were already planning their next career move when they started a new job.

Is there truly a Generation Gap – in Values, Ethics, Patience levels, Resistance levels, Motivations… Do they really count ?

THE WORLD IS CHANGING…  so do…. “THE HUMANS”­­­­­­ – Change in behavior, human values, expectations, attitude, competitiveness are all visible.

Welcome Human Millennial – Millennials (also known as the Millennial Generation or Generation (Y) are the demographic cohort following Generation X. There are no precise dates when the generation starts and ends. Researchers and commentators define these as birth years, ranging from the early 1980s to the early 2000s

[Source: Wikipedia]

  • Is this the ever changing way the Millennial behaves and works?
  • Do they have any specific characteristics or needs?
  • Are organizations doing that extra to assimilate them into the system? 

These are a few questions which are worth deliberating and more importantly waiting to be answered. 

Few impacting characteristics that represent Millennials as a community are:

  • Very competitive and want to take on the world
  • Highly self determined, confident and can take up any challenge
  • Very visible and socially networked
  • Highly career oriented and keep track of their goals
  • Very motivated with “We Can …We Will” attitude

But, Why, for What …. Is it Visibility, Money, Status, Brand, Ambition to Reach to Top…..That is what the HR practitioners need to understand.

 Work Attitude – is there a shift? :

  • Demand of Work Appreciation
  • Highly Career Oriented
  • Two Way Communication
  • Values aligned with Goals
  • Job hopping not a limitation for good opportunities
  • Independent / Individual Contribution
  • Very positive & optimistic – Entrepreneurial Skills


  • What will happen to Mark?
  • Who will take care of his aspirations?
  • What will happen to his expectations?

 Organizations have realized the need to “CHANGE”, accepted it, and are now investing in assimilation and retention of these employees.


It is time for Organizations to think and take an Out-Of-the-Box Approach………… Sounds interesting? 

  • Branding, Employee: It has become critical for organizations to brand their employees as products. It is time to dismiss any negative thinking including poaching or headhunted. In-fact retention has decreased significantly for organizations who are very aggressive in branding their people.
  • Being Loyal: Employees need an environment where they feel secure in their job. It is important to give your employees enough time and space to grow with the organization
  • Values & Goals: Emphasis must be given when defining KRA’s of the individual and an alignment of Goals, Values, KRA’s needs to be established. Employees’ needs must be recognized and aligned with the goals
  • Boss Vs Leader/Mentor Approach: It’s important to realize that Leadership is action and not position. Mentor / Leaders needs to be proactive in defining and monitoring the career progression. Feedback / Feed Forward approach is much needed. They need to encourage and promote healthy competition
  • Individual Thinking: Provide a much needed environment where the individual can think/work independently with minimum supervision as aligned with their entrepreneurial skills. It is time to appreciate, recognize and celebrate the uniqueness
  • Timely Recognition: Very important to understand the need of proper and timely recognition and benefit to the employee. Any sort of appreciation goes a long way in motivating employees. Even quick appraisal or early bonus can work wonders
  • Learning & training: Grooming of employee with proper guidance / training and learning is a necessity to map with the constant change in the industry. Train from the perspective of “what is required and not what you have”.

 Millennial in the workplace – hyped or real?

 Well, you decide, I think it’s for real… let me know your point of view


Human Resource: Human…is it? ….Really …


Mark just completed his first quarter with the new company.

One day he met John, his best friend after a long gap of several years and they decided to have a cup of coffee together and that too at their favorite joint. The chit chat that started about well being actually turned into the more important conversation…….

…….Conversation about their overall experience with their respective companies.  Mark, had joined the company a quarter back, John was associated with his company for few years now.

As they moved on with the talk, both of them agreed that, though the entire process was very “process oriented“and professional in its own way, there seems to be a sense of lack of “Human Touch” in it.

In today’s fast changing World, by the scheme of things the term “Human Resource” which has been inherited from the word “Human” itself is fast losing its weightages.

Reasons could be many… but not limited to:

  • Too Much Technology:  Is Technology the next “Human” Face of HR?
  • Tight turn-around-time: Is too much of TAT is limiting the productivity?
  • Perfect Match: Are we hiring “Human” or “Machines”?
  • Poor Forecasting: Is there any time left to plan or to forecast?
  • Scientific methodology: Will behavioral evaluation automatically bring values?

Are these excuses? ……May be …or…May be Not….

Will machine and processes be the “Humane” face for “Human Resource”?

The faster we are able to find the answer, the better will be for the candidate, employee and the community in total.

Are we really thinking?

  • Can HR processes really drive the Human Values?
  • Is it only about company values? What about employee values?
  • Does too many processes actually taking away the “Human” approach?
  • Employee attitude – is it only about his responsibility?

Most of the companies are laid on the foundation of “Human Values” and HR, the custodian of Values, Ethics and Culture of the company.

Is it the time to give employees a special identity… much more than a designation or responsibilities?

Maybe, it could have made Mark a happier employee, if

  • He has been given a thorough listening
  • Process and approvals can take backward approach during his time of crises
  • Better relationship could have served him better
  • He has been treated as like any other employee

My Take: Though technology & tools are good to manage the processes, but at the end, it’s the relationship and bonding you have created, with the employee that will eventually help you win the bottlenecks. So, don’t forget to give a “Human Being” approach towards your employee(s).

Every ‘Human” has emotions and values which need to be respected!