If there is one consistent thing when looking at workforce patterns, it is that the millennial generation is on the move. However, how that movement is perceived seems to be a bit of a glass-half-full/glass-half-empty view.
A recent article in the Huffington Post provides us with survey-based information related to the high patterns of millennial workers wanting to quit their jobs.
The Canadian HR Reporter also posted an article recently that looks at the rationale behind the high rates of workforce movement for the millennial crowd.
As HR practitioners, we have a choice as to how we capture the challenges and opportunities offered by these millennial created patterns. The known benefits of a staid and stable post-millennial workforce may be just that, offering a steady flow that is predictable, unchanging, and perhaps, a bit dull. It should be no surprise that the millennial workforce is vibrant and full of movement. This is a generation that is young, well-educated, and connected to the virtual world in a way that has never been seen before. It certainly seems that the decision to move to the next best thing, for a person of the millennial generation, comes at a faster rate when existing things like career limitations or organizational values based fit are no longer comfortable.
Should we hold this generation back or let them go, knowing that this millennial pattern too, shall change?
- As an HR professional, how does the statistical information about millennial workforce patterns assist in HR forecasting?
- If the patterns for millennial workforce movement are accurate, then a) What types of HR activities would be least effective for retention purposes? and b) What types of HR programs would be most important and effective to have in place?
- How does the survey information, including the identification of age/generational categories, reflect your own career experience or expectations?