Millenials Entering The Workplace

It is more imperative than ever for leaders to recognize the expectations of millennials entering the workforce. Leaders are starting to recognize that millennials are interviewing the organization just as much as leaders are interviewing the milliennials (Lyons, Ng and Schweitzer 2010, 282). This is a first for employers that never really had to show off their companies, especially when it came to entry-level positions. Research shows that millennials understand that their first jobs may not meet all of their wants and needs, and that they may need to accept a less than ideal position right away to meet their long-term career expectations (Lyons, Ng and Schweitzer 2010, 288).
Millennials are looking for more than just a job or climbing the ladder (PwC 2011, 10). Instead they want something that adds value to their lives. According to multiple pieces of literature

95 percent of millennials believe that is important, of which 70 percent say it is very important to them (PwC 2011, 8). Millennials will work just as hard for their organization as generations before them have, but they also want flexibility to do it on their time. Baby boomers live to work, but millennials work to live (Johnson and Johnson 2010, 114). They will bring work home with them and access work email while they are out or work late into the night, which technology now allows for. Multitasking has much more of an emphasis with this generation. Placing them in a cubicle for eight hours a day will not lead to their highest production (Holt, Marques, and Way 2012, 89; Johnson and Johnson 2010, 104). Studies show that employees are more productive when they have greater autonomy over where, when, and how they work (PwC 2011, 20). Work/life balance is a top priority for the millennial generation and there is proof that this can lead to greater employee engagement and