Millennials are concerned with quality work, survey finds |

Millennials are concerned with quality work, survey finds

A survey conducted by the Indian recruitment firm Jombay concluded that millennials prioritize their work quality. Surprising, when this generation has a reputation of cutting corners… The facts are striking.

When asked what motivates them at work, 80% of the 2,800 surveyed millennials reported that work quality was most important.

They also look for this in employers; 71% pay particular attention to the quality of business standards.

But… don’t millennials have a reputation of being lazy corner cutters? “This is the criticism by surveys and studies on the topic” states Stéphanie Simard, CRHA, lecturer, and author of the book Génération Y.

She continues, “But in my opinion, this criticism is unfounded and this survey supports that.” Then, how is this prejudice explained? “This misconception arises from the fact that millennials have different work methods than the previous generation. They work through trial and error, looking for shortcuts to accomplish the same work in less time.”

She further adds, “On the other hand, the previous generation relied more on learning proven work methods and valued the number of hours dedicated to a task.”

How to attract and retain generations Ys                                 

The survey also focused on factors that retain members of Generation Y. Flexibility is a necessity: 77% of millennials named it as the most sought-after advantage in a job above money and other benefits.

These findings correspond to Simard’s opinion of Generation Y: “Often, we say that time is money. Well… For the Ys, it’s gold! The best way to keep them in your organization is to give them control over their hours, by giving them flexible hours, telecommuting privileges, or even a specialized vacation policy.”

Another part of the survey refers to this element of control: 60% of millennials named responsibility as one of the main factors for staying in a job. She explains, “Millennials want responsibility over not only their hours, but also over how they achieve their objectives.”

She continues, “They want us to give them a clear schedule, purpose, and decision-making power over how they achieve their objectives.”

In the survey, the millennials responded negatively to micromanagement, a good indicator of their independent drive. Seventy-four percent also looked poorly on the idea of being hounded by management.

She agrees, “For Ys, nothing is worse than having a boss looking over their shoulders constantly watching what they do.”

So live and let live!



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