Create a work environment that enables 4 types of careers and employment expereince: Intermittent, Portfolio, Lifestyle and Mobile!
Inspiration, learnability, variety, fast-track growth, work-life balance
not integration, and an opportunity to work on mission-critical assignments – if this is what characterizes millennials then do you think they will stay at one place for long?
Centennials on the other hand have a natural affinity towards entrepreneurship, and a strong desire to make an impact in the community they thrive in. They are keen observers and have a natural flair to convert everyday problems into business ideas. They have been born and raised in times of extreme opportunities and comfort. They are best of friends with technology and gadgets. And working with a company is not on their ‘priority’ list at all.
Most human capital consultants or firms are busy helping you create a 3 pronged engagement strategy – one that assimilates them before they join your organization via a knowledge sharing network; helps them actualize via a slew of interesting HR programs while they are with you for the short-term; and allows them to stay connected via an alumni network after they decide to move on! The other tactic they offer is focusing on “employee experience”. But all this is passé.
What will truly differentiate your employment experience for Millennials (Gen Y) and Centennials (Gen Z) is to enable these 4 types of career options:
Intermittent careers: Allow for people to join, rejoin, leave and rejoin without any hassle or previous baggage because this new work generation will have five, six, seven jobs throughout their careers. The only way you can best utilize their talents is by taking advantage of their cumulative skills acquired by working in other companies or completely unrelated industries and functions.
This means HR practitioners will have to design not only an Alumni network but also an Alumni integration strategy and accept boomerangs or rehires as part of your workforce strategy. So that if millennials, centennials want to come back, great; if not, that’s okay, too.
Portfolio careers: It is a career, in which instead of working a traditional full-time job, people work multiple part-time jobs (including part-time employment, temporary jobs, freelancing, and self-employment) with different employers. Portfolio careers are usually built around a collection of skills and interests, though the only consistent theme is one of career self-management. An example of a person with a portfolio career is an accountant who works two days a week with one employer, teaches part-time at a local college, and has a consulting or tax practice on the side. The accountant might also be an avid collector who spends two days a week selling his wares at the flea market. Or perhaps he/she serves on one or two corporate or advisory boards.
Independent Contractors/Free-lancers will become core to your workforce strategyand managing their experience and respecting them for their differentiated skillsets will come to the fore as most millennials, centennials will opt for this type of work arrangement as it will offer more flexibility, variety, and freedom.
Lifestyle careers: A flexible business that suits the schedule and personal needs of the founder is known as a lifestyle business. As per Inc. becoming a lifestyle employeris about creating a career opportunity that enables the employee to feel satisfied and successful as a whole. The perks and benefits the company chooses to provide are customized, personalized to ensure employees have the ability to live a healthier, happier life. The benefits focus on wellness of employees–both physically and mentally. Lifestyle employers also focus on creating community not corporate cultures where people have to ‘fit’ in. The secret to being a successful lifestyle employer is recognizing employees are businesses-of-one.
Working from mobile (not home): Millennials, Centennials are “appy” people. It is not a spelling error for happy but a metaphor for the mobile savviness of this generation. While the erstwhile generation was happy with the option to work from home, or flexi-careers; this new generation is interested in building a career on the move — taking a gamified training/onboarding program while hitting Ananda on a mountain top or working from their tablets, fablets at numerous café’s for variety and the opportunity to network with like-minded people! Mobile is not just a gadget it is the future of how careers will be managed and jobs accomplished.
Does your HR technology blueprint allow for these options? If not, now is the time to start. Just creating apps for HR policies won’t work; your CTO or CIO will have to rethink hardware options (from desktops to laptops and now fablets!) and integrate cloud-based service providers that will enable
A career that can be self-managed and portable; is fluid and iterative, is what will interest Generation Next.
An employer that designs benefits around their lifestyles and individual needs; that has a culture to celebrate ‘uniqueness’ and connects a ‘community’ or tribe of people with varied interests; and the one who treats employees as businesses-of-one or partners in success or better “micro-brands” — will attract this young crop. The company that aids actualization or ignites the passion will win engagement. And the one that has it all will (possibly) retain their interests (if not them)!
#employerbranding, #hr #futureofwork #millennials #centennials
About Amandeep Kaur
Amandeep Kaur has 15+ years of experience in strategically maneuvering and impacting the Employer/Talent Brand of a company. She has worked with Ernst & Young, Sapient and Apollo Munich Health Insurance in niche HR portfolios like Employer Branding, Employee Engagement, Internal Communications, Social Media, CSR Programs & Employee Volunteering. She holds a Masters in Human Resource and Organization Development (MHROD) from Delhi School of Economics and Certificates in Brand Management from Indian Institute of Management, Ahmedabad and Employer Branding Leadership from Employer Brand International, Australia.