Companies are Failing to Integrate Millennials Into Their Workplaces: HRPA Report
TORONTO, Nov. 30, 2016 /CNW/ - Millennials are now the largest generation in the Canadian workforce, yet only 10 per cent of companies have done anything to integrate Millennial employees with their other co-workers, according to a new report released today by the Human Resources Professionals Association (HRPA). This is despite the fact that more than half of HRPA members surveyed indicated their companies have experienced tensions between Millennials and other age groups of workers because of perceived differences in values or work habits.
"It's no surprise that companies are facing a 'loyalty challenge' when it comes to Millennial workers," said Bill Greenhalgh, CEO, HRPA. "There can be up to four different generations in today's workplaces and if companies aren't taking steps to mitigate the potential tensions that generational differences can make, they will face major problems."
Millennials have different views than other generations on the importance of work-life balance, how they want to communicate and the kind of information they need. These differences can cause tensions in the workplace, according to the report.
"Millennials are the future of the Canadian economy, and it is critical for organizations to understand how to attract, retain, and integrate them," Greenhalgh said. "And that is where Human Resource professionals can help"
One path to promoting such workforce integration is through structured as well as informal mentorship programs. Despite this, over 60 per cent of HRPA members surveyed stated that their companies did not have a mentorship program – and those that did were typically informal and open to all employees, rather than focused on integrating Millennials.
There is hope, however, since of the 10 per cent of HRPA Members whose companies have taken steps to integrate their Millennial employees, almost 95 per cent indicated it helped improve integration through initiatives like reverse mentoring and generational training for managers.
"By offering flexible work options, ensuring technology is part of your workplace, offering reverse mentoring programs, and even providing generational training, companies can help improve intergenerational issues, their retention of Millennials, and their overall competitiveness," said Greenhalgh.
The full report can be found at https://www.hrpa.ca/Documents/Public/Thought-Leadership/HRPA-Millennials-Report-20161122.pdf.
TORONTO, Nov. 30, 2016 /CNW/ - Millennials are now the largest generation in the Canadian workforce, yet only 10 per cent of companies have done anything to integrate Millennial employees with their other co-workers, according to a new report released today by the Human Resources Professionals Association (HRPA). This is despite the fact that more than half of HRPA members surveyed indicated their companies have experienced tensions between Millennials and other age groups of workers because of perceived differences in values or work habits.
"It's no surprise that companies are facing a 'loyalty challenge' when it comes to Millennial workers," said Bill Greenhalgh, CEO, HRPA. "There can be up to four different generations in today's workplaces and if companies aren't taking steps to mitigate the potential tensions that generational differences can make, they will face major problems."
Millennials have different views than other generations on the importance of work-life balance, how they want to communicate and the kind of information they need. These differences can cause tensions in the workplace, according to the report.
"Millennials are the future of the Canadian economy, and it is critical for organizations to understand how to attract, retain, and integrate them," Greenhalgh said. "And that is where Human Resource professionals can help"
One path to promoting such workforce integration is through structured as well as informal mentorship programs. Despite this, over 60 per cent of HRPA members surveyed stated that their companies did not have a mentorship program – and those that did were typically informal and open to all employees, rather than focused on integrating Millennials.
There is hope, however, since of the 10 per cent of HRPA Members whose companies have taken steps to integrate their Millennial employees, almost 95 per cent indicated it helped improve integration through initiatives like reverse mentoring and generational training for managers.
"By offering flexible work options, ensuring technology is part of your workplace, offering reverse mentoring programs, and even providing generational training, companies can help improve intergenerational issues, their retention of Millennials, and their overall competitiveness," said Greenhalgh.
The full report can be found at https://www.hrpa.ca/Documents/Public/Thought-Leadership/HRPA-Millennials-Report-20161122.pdf.
