Millennials are the 54 million adult Americans aged between 18 and 34 in 2015 and now make up one third of the American workforce, the largest generation at work. That is why for the past few weeks I have taken time to review some observations for consideration by those who lead workers in this age bracket (click here to read past articles).
This week I am looking at the way in which millennial workers value corporate transparency.
Millennials want to have a sense that there exists an open and honest relationship between them and their manager; they want the same climate to exist with their co-workers. Knowing that the world is changing at a rapid pace (especially the world of technology), they don’t want any shocking surprises after they join the team. After they commit to the work-group, they want to know that their viewpoint is valued; it is their desire to offer feedback - and also to receive regular feedback.
What this means for those who are in leadership is that there must be congruence between what the millennial job applicant reads online about the company- and what they experience when they go to work at that company. With the internet at their fingertips, they will explore the representation – and the reports – about the company thoroughly (in a measure of detail not available to workers in previous generations). Therefore, any challenges the company or organization is facing must be disclosed to them openly and honestly during the hiring process – again, the goal is to avoid surprises – and because they value transparency.
Although they know that no job is perfect, millennials appreciate honesty and forthrightness up front (don’t we all). And – we can be assured - they will return the favor. That is one more reason that in relating to millennials, it takes a leader who has the Courage to Lead.