Engagement In The Workplace Essay

The Millennial Generation has increased their share of the workforce substantially in the last few years and by 2025 they are expected to make up over 75% of companies. Leaders can no longer cast this group aside and simply continue doing business as it has always been done. They must throw away the misconceptions that Millennials are entitled and needy and start to realize the benefits the generation can bring stemming from growing up in the 80’s and 90’s. The Millennial Generation must not just be embraced, but catered to for organizations to succeed and thrive in the years to come. This will need to include a complete reshaping of what it means and what is involved in managing a new employee. Engagement in the workplace has shown to produce many benefits not just for Millennial workers, but for Baby Boomers and Gen X’ers as well. Engaged employees perform substantially better than their disengaged colleagues, and are more loyal to their companies. Despite the benefits of engagement in

Engaged employees are known to be overachievers that go far beyond the minimum that is requested of them . They “take pride in their work, are passionate about and energized by what they do, [and] are committed to the organization, the mission, and their job” . In general the biggest drivers of engagement revolve around employees liking and being passionate about the work that they do, trust in senior management and their vision, feedback and recognition opportunities, and the belief that they will be able to achieve their career goals and develop both personally and professionally . Millennials specifically yearn for consistent and specific feedback and purpose in what they do. In fact, “51% of [Millennials] were prepared to accept a lower wage or lesser role if their work contributed to something more important or meaningful”