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The Many Benefits of Welcoming Younger Employees to Your Business

In today’s article, I would like to direct your attention to the many benefits and assets that younger employees will bring to your enterprise.

Let’s consider them, one at a time.

Younger Generations Bring Beautiful Diversity and Varied Perspectives

Today’s millennial workforce is comprised of smart young professionals who come from every part of North America, and from other countries that are located just about everywhere. Taken in sum, Younger Generations are a wonderfully varied group.

You could hire a consulting firm to help you decode how all members of all those groups are thinking. But if you hire Younger Generations, you don’t have to. Their valuable perspectives are right there under the same roof as you.

Younger Generations Have Marketplace Knowledge You Need to Succeed

Whatever services or products you sell, most Younger Generations can provide you with the latest intelligence about what is taking place in your industry . . .

  • What do consumers think about your products and your brand?
  • How does your company compare to your competitors?
  • What are the biggest trends in your industry today?
  • What companies are the leaders in your sector, and why?
  • How do Younger Generations make buying decisions?
  • How and when do Younger Generations become loyal customers?
  • Do Younger Generations still want to purchase homes and cars, go to college, and engage in other activities that were “givens” among members of older generations? Or have they changed?
  • What lessons can you learn and apply from cutting-edge companies like Uber, Amazon.com, and Google? Many Younger Generations can give you critical insights that you need.

Viewed from those perspectives, it becomes obvious your Younger Generation workers are one of your company’s most valuable assets. Are you treating them that way? 

Younger Generations Create a Culture of Learning in Your Organization 

You probably think that Younger Generations are the “tech generation.” That might be true, but even more so, they are the generation that learns. One reason is that many of them were in college not that long ago, and learning is part of their DNA. Another is that they are part of a generation that has needed to adapt and adjust to major – and at times cataclysmic – change. Over just the last few decades, that change has included the arrival of dramatic new technologies like the Internet, new social outlooks, the changing demographics of the American population, as well as the time in office of America’s first African-American president.

That is a lot of change for one cohort to absorb. Doing so has uniquely prepared Younger Generations to adapt to change. Clearly, a workforce that learns in that way can equip any organization for success. Hopefully, that success will be yours.

Action Step: Step back and consider whether your organization is one that supports curiosity and learning. If not, what can you do about it?

Younger Generations Bring an Entrepreneurial Outlook to Your Company

Members of older generations generally waited before trying new things. In contrast, Younger Generations like to take risks, act independently, move ahead, take ownership of their work, and get things done. To unlock the benefits of those outlooks, try to lead them in these ways . . .

  • Have the courage to let them take risks.
  • Cut rules and restrictive red tape that cripple ingenuity and ambition.
  • Instead of using traditional reporting relationships. create multifunctional task forces of people from different parts of your organization – teams of energetic young Younger Generations.
  • Reward Younger Generations, thank them, and let them move right on to new challenges. In general, Younger Generations want to keep moving forward instead of looking back at what they have accomplished in the past.

Action Step: Consider whether your organization encourages entrepreneurial thinking. If you are stifling or discouraging it, what improvements can you make?

Younger Generations Encourage Good Succession Planning

Who is going to run your company in 10, 20 or 25 years? You could hire a management consulting firm to help you create a succession plan. But if you hire, retain and promote a superior younger workforce, you won’t need to.

A thriving workforce made up of Younger Generation employees can act like a living, growing succession plan – possibly one that you never need to write down.

Are you welcoming Younger Generations to your organization and embracing all the good they bring? Or are you letting flawed misconceptions and prejudices stand in your way?

Ultimately, the decision is up to you. But if you would like your organization to succeed, I hope you will make the right one.

Action Step: Take an objective look at your succession plan. What role could your Younger Generation employees play in strengthening it?

Evan Hackel
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