Employers might be surprised to learn that what matters most to millennial engineers it isn’t just a fun-loving, relaxed work environment. Their top priorities are not free food or being able to wear shorts to work, or just a cash grab where they can get the most money possible with the least amount of work.
Millennials, the generation aged 21 to 37, have been labeled as lacking any coherent drive or passion for work, choosing instead to live with their parents or work jobs that are unrewarding or less challenging. However, as it turns out, this is not actually the case. Their priorities are just different.
While there are plenty of other factors that millennial engineers look to when selecting a job or staying at a job—such as healthcare benefits, investment opportunities, an employer’s social responsibility and more—these four things rank among the top issues that employers will be dealing with in the foreseeable future as millennials take over as the majority of the workforce.
#1 Opportunities to Learn and Grow
According to a recent Gallup poll, one of the most important factors for millennial engineers is to get something out of their job more than just the work itself. This may be having a career path beyond their current position or learning new tools that will further their career down the line. It also includes learning new cutting-edge technologies or skills that will either benefit them at the current job or a future position.
#2 Feeling Empowered in the Workplace
While most millennials will not become entrepreneurs, due to debt issues and risk aversion, a survey by Department 26 found that millennials want to feel empowered in their job. In other words, having a role where they are passionate about the work is more important than salary or other benefits.
That means companies will need to treat millennial engineers as entrepreneurs and give them ownership over projects that they crave along with the guidance and support they need to accomplish the project.
Maybe unlike any other working generation, millennial engineers want near constant feedback from their organization to help quiet anxieties and to articulate a clear vision of what’s expected of them next. This transparency allows millennial employees to understand their job performance with leadership giving feedback on projects or tasks so employees can adjust on the fly or improve.
Unlike what has been reported previously, the survey from Department 26 said millennials are not afraid of criticism and value any feedback they receive.
Working a typical nine-to-five job is not something that millennials are into. Because they have grown up in a world where having a physical presence is optional, they feel this same way toward their job. Why go to the movies if you can rent it or go on Netflix? Why go to a restaurant when someone will deliver it? Why go to the bank when you can do everything online?
Millennials don’t want to be judged by the hours they keep but the work they do. A PWC survey said that many millennials would be willing to give up a pay increase or not accept a promotion to have an ideal work schedule or have the ability to set their own schedules as long as they get the work done.
Content sponsored by Digi-Key Electronics.