In this article, Michelle Howard, a skilled leadership and marketing consultant experienced in advising professional sector firms across the UK, considers the traits which define the generation of millennials. At our Solicitors Conference in September, Michelle will further share how we can adapt our professional workplace to support this generation to become our future leaders and help our businesses to prosper.
Millennials are the most populated age group in history. Estimates suggest that they account for over 50% of the workforce in the UK. As a market of employees, they are hugely important to us, therefore, knowing how to support them is crucial for the future prosperity of our businesses.
However, it appears that, for many businesses, they are not getting the support quite right. A recent study found that 62% of millennials felt unsupported at work and there is also a valid suggestion that there is a significant disconnect between the behaviours and thoughts of millennials and the older generation. A story which I hear frequently when I visit clients who are looking to develop the leadership and management skills of their employees. It is the impaired understanding and a lack of common ground between the different generations which can stunt growth within companies and make millennials feel unsupported at work.
This is a generation which is often regarded as being difficult to manage but, for all of the negatives that we hear about millennials, there are positives. Whilst I am a firm believer that everybody is different regardless of their generation, understanding key millennial traits will help employers to support this generation of technologically astute, purposeful and entrepreneurial employees. In this article, we explore the three key attributes of millennials in the workplace and which, if we task ourselves to understand further, will help to guide our way.
1. Technologically astute
Millennials are comfortable with technology and expect to use it in the workplace. This is a generation who have witnessed technological change as they have grown up and been educated to use technology. As a result of being able to access information at the touch of a button, they are resourceful and can access information quickly and from across a global stage.
Supporting employees of this generation through having the latest technology and enabling them to use it to its full potential, you will not only support this generation to achieve to their maximum ability but will maximise the opportunities for your business. Whilst investing in IT systems may not be your priority, an antiquated IT system will frustrate this generation and potentially will result in their leaving the business. Whilst many employees quit a business due to leadership and management concerns, a high majority of employees often cite inadequate technology as their reason for leaving, as it not only frustrates them but hinders them from fulfilling their role to their greatest potential.
2. Concerned with purpose
Millennials are more concerned with purpose in the workplace than previous generations. They want to work for companies that are making a positive impact on the world and they want to feel like their work is meaningful and has benefit to society. A study by the Society for Human Resource Management found that 87% of millennials are willing to take a pay cut to work for a company that is socially responsible. Remember Live Aid – the multi-venue concert which was held as a fundraising initiative? This is a generation who grew up with Live Aid and with it the belief that they could make a positive change in the world.
For many of you that have struggled with recruitment issues of late, this is a hard message to take when salaries have continually been rising. But has the drive for higher salaries been driven by millennials or companies desperate to recruit? I would argue the latter. Instead, if firms support this generation by tuning into the purpose of the organisation, wrapping business values and processes around it, millennials will be more attracted to a new role with you, less likely to leave and happier in their approach.
3. Entrepreneurial
Finally, millennials are more entrepreneurial than previous generations. They are more likely to start their own businesses and they are more likely to work for companies that give them the freedom to be creative and innovative – and this includes having access to flexible working opportunities and learning opportunities which will help them to further themselves and their careers. Millennials want to feel that they have a voice which is respected, valued and appreciated and that you care about them. They would like to support the future direction of the business. However, whilst they have great ideas, you will need to encourage and support them through providing training in both technical and power skills, including training them in all areas of leadership and management. This will help them to utilise their ideas for the greater good of the business. Be warned, this requires strong management and leadership skills from the top right the way through your organisation. It relies upon putting in place strong foundations through which leaders and managers within the business can support millennials to be the future leaders of the business. To hear more about this join me at the Solicitors Conference taking place on 13 September 2023 when I will be explaining how you can action this within your business. Book below:
*The views expressed are the author’s and not ICAEW’s.
About the Author:
Accredited as a Chartered Marketer and with substantial experience as a senior leader, Michelle Howard is a skilled consultant experienced in coaching, mentoring and training people within law firms across the UK in all aspects of leadership, management, and marketing.
Embracing a strong desire to create and maintain a positive, dynamic, and flexible business culture, she helps to develop sustainable, profitable growth in a professional and enjoyable environment. With a career which began in marketing within Legal 500 Law Firms, Michelle has a depth of knowledge and understanding specific to the culture, custom and practice within UK law firms and is a contributor to “Managing for Success”, the magazine of the Law Management Section and a valued contributor to the ICAEW.
Combined with more than twenty-five years extensive cross-sector experience within senior leadership roles, most recently at Executive Director level, and with substantial experience of training others, Michelle combines her expertise with an engaging personality. She supports partners to achieve and exceed agreed business aims and objectives. Michelle brings fresh ideas, finding better ways to develop value for employers, employees and partners alike. A key strength is a personal drive and an enthusiasm to shed light on the journey. Testimonials frequently refer to Michelle having inspired people ‘to achieve more than they thought possible.’
To find out more, please visit www.michellehoward.co.uk.