5 Ways Millennials Guide the Digital Culture

By: Keith Krach

The digital revolution is as much about innovations in technology as it is about the people creating and managing them. Yet the focus is often placed on adapting products and services to consumer expectations when those of a company’s employees are of equal importance. One significant aspect of the digital age involves utilizing the latest tools and developments, while another concerns an evolving workplace culture that is driven in large part by the millennial generation.

Each year, more people who have always had digital technology as a part of their lives enter the workforce — a world without the Internet is foreign to them. With this kind of background, which differs greatly from the Generation X (1965–1980) and Baby Boom (1946–1964) generations, the college graduates and aspiring entrepreneurs of today simply view the marketplace differently. Here are a few of these viewpoints and characteristics and how they are affecting businesses around the world.

1. Open to change and experimentation

A fair number of millennials, or members of Generation Y, first began applying for jobs or building their own companies in the wake of the 2008 economic downturn. The nature of the market forced everyone to rethink and rebuild during this period of change, and millennials continue to pursue similar opportunities to grow in their careers.

Roughly 60 percent of millennials (Generation Y) will stay with a particular company for a little more than two years, which presents a recruitment challenge for employers. These young professionals thrive on problem solving and the ability to explore options to reach successful solutions. When the thrill of experimenting fades with one company, they tend to seek it out a new environment.

2. Hierarchy seen as an obstacle to collaboration

The top-down structure found in businesses large and small has a long history, one that has been followed by dozens of generations preceding that of millennials. Now, the preferred model is more flat in comparison, giving rise to new leadership dynamics. The rationale for organizing in this way rests on the viewpoint that anyone can lead at any moment.

For smaller companies, transitioning to an operation with fewer layers is more practical than for larger corporations that have come to depend on a hierarchical order. However, shifting in some ways can accommodate the expectations of millennials, who see greater opportunities for collaboration with colleagues in a more open framework.

In addition to having the freedom to share ideas more openly, diminishing the number of rungs on the latter also puts millennials in a position to make decisions and influence the direction of the company. Increased autonomy is another benefit of moving away from traditional organizations that this generation is seeking out.

3. Connectivity takes priority in the office

Another trend stemming from the Generation Y demographic is its emphasis on building a sense of community. Similar to the desire to collaborate when and wherever possible, these budding professionals place a priority on their work environment over the actual job itself. Surveys continually illustrate that when evaluating employment options, millennials want to work with like-minded individuals and to feel like they are a part of a worthwhile cause.

The pursuit of connections in the workplace is evidence of strong leadership traits. Fostering relationships based on trust allows employees to grow together, as well as to move forward at a speed that is characteristic of the digital age.

4. Value placed on flexible work schedules

The traditional 9-to-5 schedule generally creates a clear-cut separation between one’s work and home life. This balance, which previous generations focused on, has become more fluid with the advent of technology. Along these lines, millennials recognize the freedom available to them in the digital age and prefer to set their own timeframes.

Discarding the traditional clock-in, clock-out model is more about getting the work done, even if it doesn’t happen to fall within a certain window. For example, having the option to work from home to ensure that the cable or Internet technician can enter into your home is part of having a flexible schedule. Perhaps fixing the modem takes longer than anticipated. The millennial mindset is to finish the work, whether it occurs on or off the clock.

5. Transparency goes a long way

A key element of the millennial viewpoint on work is a desire for transparency. This demographic appreciates knowing their employer and the inner workings of their company. Transparency underlies the other perspectives and characteristics on this list. Millennials want to be involved in decision making, even if only through their presence at a meeting. They want to reduce strict internal hierarchies and to feel connected with their peers. In turn, they want to be trusted enough to carry a flexible work schedule, knowing that their employer has confidence in their integrity.