Expected to dominate the workforce by 2029, millennials are transforming workplace dynamics completely. This generation is reshaping norms related to work locations, hours, and company values, standing firm on their beliefs. Here are 17 practices from previous generations that millennials are rejecting.
Lack of Work-Life Balance
According to Fortune, a global survey of 22,000 millennial and Gen Z workers found that “work-life balance is the top trait they admire in their peers and their top consideration when choosing an employer.” This generation challenges the idea of always being available for work calls or emails and wants policies to support their mental health and well-being.
Traditional Communication Methods
While email still has its place, when it comes to communicating with colleagues and managers, millennials are opting for instant messaging and collaborative platforms, as they provide quick and efficient information sharing. They value agility and easily accessible information, particularly when working remotely
Fixed 9-to-5 Work Hours
According to a report mentioned by Forbes, “67% of millennials feel that flexible remote working enables a better work-life balance.” Favoring flexible working hours and locations, this generation also wants to push for results-oriented work environments where output, not hours, is what matters.
Strict Dress Codes
Offices and other working environments are seeing a growing preference for casual dress codes, and millennials are big believers in this. Challenging the idea that professionalism is tied to how you dress, this generation is opting for personal expression and comfort in their work attire.
One-Size-Fits-All Leadership Training
This generation seeks personalized development programs that align with their individual career aspirations and learning styles, rather than company-wide training programs. This means they prefer mentorship and coaching rather than large training sessions, and they also value leadership training that incorporates emotional intelligence, adaptability, and inclusivity.
Top-Down Hierarchical Structures
In modern businesses, there is a shift toward flatter organizational structures, where collaboration is encouraged over a strict hierarchy. According to WeWork, millennials “want to be able to speak to and access their leaders and managers just as easily as they can speak to their own teammates.”
Limited Feedback and Recognition
While annual performance reviews may still have their place, millennial workers also want more regular, constructive feedback to allow them to improve and grow within their roles. They prefer a working culture that acknowledges and rewards contributions in real-time and seeks clear and open communication about career progression.
Conventional Career Paths
The millennial generation values diverse experiences and the development of skills more than the traditional career ladder. This means they are much more likely to switch between jobs and industries to find fulfilling work and seek continuous opportunities for learning and growth.
Inflexible Holiday Policies
Prioritizing travel and cultural life experiences, millennials are advocating for more generous and flexible vacation policies, with many pushing for unlimited holiday days or results-oriented work environments where time off is self-managed. They therefore value employers who recognize how important rest is for productivity.
Ignoring Social Responsibility
According to Good Grants, “76% of millennials consider organizations’ commitment to social and environmental issues when deciding where to work.” The millennial generation wants to work for companies that align with their own values and contribute positively to society and the communities around them.
Inadequate Technology Integration
Growing up with lots of technology around them, millennials expect efficient and up-to-date technological solutions in the workplace. They value innovation and become easily frustrated by outdated systems that hinder productivity, therefore pushing for continuous investment and learning in new technology.
Isolated Working Environments
Wanting collaboration with teammates, millennials prefer dynamic, shared workspaces that encourage interaction and creativity. They like open office layouts, coworking spaces, and remote team-building activities to create a sense of community and teamwork, even in a digital space.
Disregarding Employee Well-Being
Workplaces are now expected to support the mental and physical well-being of employees, as well as their professional growth. This might be with wellness programs, mental health days, or actively encouraging a supportive culture. Millennials are also advocating for holistic employee benefits to support their health, fitness, and well-being.
Lack of Diversity and Inclusion
With a strong focus on creating inclusive workplaces that celebrate diversity, “millennial and Gen Z professionals are avoiding companies without a diverse workforce,” according to the Washington Post. They expect employers to put measures in place to promote diversity and combat any discrimination.
Overemphasis on Formal Education
While millennials do respect education, they also value skills and experiences that aren’t necessarily academic. Therefore, they often challenge the idea that a traditional degree is the only path to success and have a preference for companies that recognize alternative credentials and self-taught skills.
Insufficient Environmental Sustainability Efforts
Growing up amongst debates and action around sustainability, millennials expect companies to have clear, actionable strategies for reducing their environmental impact. They seek workplaces that align with their values on environmental conservation and sustainability, seeing it as a bare minimum rather than a nice-to-have.
Limited Access to Entrepreneurial Opportunities
Not only do they want to learn new skills, but millennials also want to innovate within the companies they work for. They want to take ownership of projects and drive change rather than just follow directives, and they also seek support for side projects or opportunities to develop new business initiatives.