HRD encourage to engaging millennials
The modern world has progressed from the baby boomer era to Generation X, and finally to the current Millennial era. Because the current job market is dominated by Millennials, no organization can avoid hiring millennials. Hiring them is a double-edged sword, and then keeping them engaged is one of the HRD's major difficulties today. HR executives from some of the world's largest corporations recently predicted that millennials would make up 65 percent of the workforce by 2020. To begin with, attracting the attention of educated and competent millennials is difficult because the world is wide open with a plethora of opportunities. (Leavitt and Trees (Eds) ,2015) To begin with, getting the attention of educated and capable millennials is tough due to the vast number of chances available. One of the major issues facing HRD is retaining millennials.
Enterprise
Social Networking
Every year, social tools improve, and a powerful enterprise social network is fast becoming a requirement for employers looking to keep their Millennial employees. The significance of enterprise social networking in millennial employee engagement is varied. Many people feel better at ease posting to a virtual message board or thread, they see these exchanges as more efficient ways to build relationships and tap into knowledge residing in different departments, locations, and business units than calling or emailing colleagues, and they see them as more efficient ways to build relationships and tap into knowledge residing in different departments, business units and locations (Trees, (2013). By giving people near-instant access to information and answers, Millennials benefit from social networking as they learn the ropes in their new jobs, provides them with direct access to more knowledgeable colleagues who can support and mentor them, as well as assisting them in improving their business outcomes by repurposing information and lessons learnt across projects. Younger workers can use social networking to develop a sense of belonging and establish their reputations in huge organizations, enterprises that are dispersed, making it difficult for them to get visibility.
Gamification
to encourage knowledge sharing
Millennials have grown up in a world of internet contact and
want to work in groups, comments on a regular basis, as well as social learning
– Gamification can be used to give all of these benefits. Although many
Millennials find enterprise social networking appealing as a means of
collaboration and learning, simply putting tools in place isn't always enough
to entice people to participate. (Jha, Sareen and Potnuru, 2019) As a result, many businesses mix social
media platforms with change management initiatives to increase employee
awareness and the toolset for collaboration's adoption (Stephens; 2021). Gamification has gained
popularity in recent years as a popular strategy for motivating younger staff to
participate in enterprise social networking, to
engage in enterprise social networking as well as other knowledge-sharing,
learning and network-building opportunities
Conclusion
Although
strategies such as enterprise social networking and gamification can help
Millennials feel more at ease and engaged at work, many studies have found that
they should not be used solely as a gimmick to attract younger employees (Loring and Wang, 2021) Although
millennials are naturally drawn to social media platforms, they want these
systems to assist them in learning more effectively and performing their
professions more effectively. Similarly, gamification will not keep people
motivated for long unless the knowledge-sharing behaviors it promotes are
useful and beneficial. Organizations that want to use corporate social
networking and gamification should match their strategies with both company and
employee goals, then seek buy-in and involvement from all generations in the
workforce. HR/Managers assist them in managing and
engaging the future generation of millennials in order to maximize personal and
organizational success.
References
Loring, A. and Wang, J., 2021. Engaging Gen
Z in professional selling: a systematic literature review. European
Journal of Training and Development.
Jha, N., Sareen, P. and Potnuru, R.K.G. 2019, "Employee engagement for millennials:
considering technology as an enabler", Development
and Learning in Organizations, Vol. 33 No. 1, pp.
9-11. https://doi.org/10.1108/DLO-05-2018-0057
Leavitt, P. and Trees, L. (Eds) 2021, Connecting People to
Content, APQC Publications, Houston, available at:
www.apqc.org/knowledge-base/documents/connecting-people-content-best-practicesreport-0
(accessed 26 June 2015).
McCorkindale, T., DiStaso, M.W. and Sisco,
H.F., 2013. How millennials are engaging and building relationships with
organizations on Facebook. The Journal of social media in Society, 2(1).
O’dell, C. and Trees, L. 201, “How smart leaders leverage
their experts: strategies to capitalize on internal knowledge and develop
science, engineering, and technology expertise”, 14 March 2014, available at:
www.apqc.org/knowledge-base/documents/how-smart-leaders-leverage-their-expertsstrategies-capitalize-internal-kno
(accessed 02 May 2022).
Stephens, D.O., 2021.
Strategies to Engage Millennial Employees (A Multiple Case Study). Open
Journal of Business and Management, 9(02), p.618.
Trees, L. 2013, “Gamification in knowledge management: how
it works and what your organization should know”, 23 April 2013, available at:
www.apqc.org/knowledge-base/documents/gamificationknowledge-management-how-it-works-and-what-your-organization-s
(accessed 26 March 2022).
Millennials represent the largest group of workers in the current workforce. Competitive, achievement-driven, may prefer multiple job movements, risk-takers, work should be meaningful but spend non-value-added time on meetings as well. They want leaders who will challenge them, develop them, and value them. They contribute to social change both inside and outside the organization. Prefer organizations that promote flexible and remote work schedules and promote healthy work-life balance. Given these factors HR is encourage to engage millennials for organization success.
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