HUMAN RESOURCES { FEATURE }
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“Employers need to show their employees the strategic goals of
their organisation, and in doing that, get a lot more [from them].”
MORE ON MILLENNIALS
Considering that millennials will soon make up the bulk of the
workforce, it’s worth taking the time to understand their mind-set
on employment.
However, as Jason Ennor, CEO of MyHR, a company that provides
a unique combination of HR software and HR consultancy, explains:
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shorter times spent in roles and the ‘Gig Economy’ – but it’s not
just a millennial thing.”
We also have an ageing workforce, Ennor explains, so there’re
more people wanting part-time or contract work. And there’re
increasing numbers of immigrant workers with their own needs, as
well as both parents working – the latter placing more demands
on employers.
He believes clear, honest, two-way communication is the key.
“Understand that the workplace is now an environment of
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the employee need/want?
“When both sets of needs/wants align there is a great
outcome. Companies can no longer expect or assume loyalty
just because they’ve given somebody a job.”
Ennor says millennials have seen their parents’ generation
getting laid off during tough times after years of loyal service.
“So you can’t really blame them for wanting to look after
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The latest Randstad Workmonitor research reveals some
interesting insights about New Zealand’s millennials.
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director of Randstad New Zealand, says there’s been plenty of
speculation on what millennials have to offer the workforce as
Gen Z enters and millennials start earning managerial positions.
Rapid changes in technologies are also creating disruption, and
changing expectations around how work gets done.
“Millennials may work differently, but this doesn’t mean they
are not as productive as other generations,” she says. “Growing
up with technology all around them, millennials are focused on
working smarter not harder. New processes like agile working,
that use technology to enable workers to work from anywhere,
are strong motivators for new generations. Employers can
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performance and drive business results.”
Randstad’s Workmonitor research found that 80 percent
of millennials like agile working because it increases their
productivity, creativity and job satisfaction by having more
autonomy in how they work. They also like the work-life balance
it provides, says Swan.
“However, right now more than two-thirds are still working in
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at work.”
On a positive note, there’s a shift towards more agile
workplaces in New Zealand, with 60 percent of businesses
giving employees ‘location liberation’, and the technologies that
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“While having the right tools for the job is important, so
too is reward and recognition, adds Swan. “Our Workmonitor
research found that 66 percent of millennials are expecting their
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with just over 60 percent also expecting a one-off bonus.”
Recognition doesn’t always have to come in the form of
an increased pay packet either, she says. “For millennials
recognition can be receiving more responsibility, internal awards
DQGVLGHEHQH¿WV ́GET THE BASICS RIGHT
Some business owners or HR departments can get distracted
chasing a ‘Silicon Valley-like’ work environment with slides,
pinball machines and other outward displays of ‘cool’, says
MyHR’s Jason Ennor.NZBUSINESS.CO.NZ 23