8 Reasons Millennials Seem To Be Lazy At Work

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Recent studies indicate that the millennial generation has about 80 million young people and that individuals of this generation constantly registers a growth of the influence. The millennial generation in 2030 will cross the generation of baby-boomers.

While the old and new understanding of the world are broken in the idealistic vision of the post-war baby-boom generation and next-generation X born from the sixties to the mid-seventies, matures a new generation turned to an information society.

Despite the stereotype that the millennial generation is lazy and disengaged, Millennials are extremely optimistic about the possibility of businesses and the impact of global change. They will rather than any other generation presents their opinions and experiences online and to contribute in this way.

If you are struggling to understand their needs and find ways to engage with them, here are eight reasons why it might be failing a thought of all generations as lazy and work-driven while the reality is quite the opposite.

Millennials

1. The wage gap between men and women of Generation Y is lower.

Wage gaps compared to Generation X and the “baby boomers” are dwindling. However, as regards the Liability Index, the gap widens common is the case with previous generations. This means that throughout the generations there is inequality between the delegation of responsibilities and salaries.

 

2. Members of Generation Y are not usually thought of staying with the same employer for more than a year.

Around a quarter think of staying at most a couple of months before they go looking for a new position.
Meanwhile, 41% of the generation of “baby boomers” indicate that should remain with their employer for at least five years before seeking another job.

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3. High levels of education to a high rate of unemployment

The report indicates that the unemployment rate for the generation Y is 30% compared with 22% of Generation X and 21% of baby boomers. On the other hand, the “Millennials” who have doctorates have an unemployment rate of 34%.

This indicates that education levels do not receive adequate remuneration, or that these people have a part-time job looking for a full-time job.

 

4. The Generation Y find it more difficult achieve financial independence

20% of this generation at some point return to his home after entering the workforce due to the difficult financial situation.

 

5. Stress

It sounds strange, but several studies indicate that young employees suffer more stress than more experienced peers. As is the case with other generations, the primary concerns of “employees Y” relates to financial and economic issues. This is not surprising considering that most new employees when they start living on their own, should take over many issues so far derived their parents.

The solution for these cases is more direct: Companies can offer their employees some support tools to handle stress and facilitate the resolution of financial problems. If the employee receives a contention on these issues, not only can better concentrate on their work but also to feel a stronger towards the organization that cares about their welfare link.

 

Millennials or Gen Y

 

6. Generation Y has high interest in their careers take off

When asked about by the dream job these say they would be in a place to have a career on the rise and learn new skills.

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7. The Generation Y prefer a manager who is more friendly

On the other hand, the study also discovered that they give more value to a manager who gives up for them, compared to Generation X and the “Boomers.”

 

8. Looking to have their own business

They have an entrepreneurial spirit, which compared to other generations, seeking a career in business.

The prejudices about the difficulties to manage employees born in the early ’80s onwards are not very different from those that existed towards other generations in the past. The important thing for the company is to recognize the value that young people bring to the company and not be afraid to deal with claims that until now were unknown. Flexible hours are a great example of this. Needless to polish the leadership and rely on the resources of the company can do to facilitate the integration of these young employees.