Myths and misinformation about Millennials abound, with negative stereotypes often clouding perceptions of this growing segment of the workforce.
While it's tempting to think of Millennials as recent graduates, at the other end of the spectrum are people in their mid-30s who have a family, or are starting to think about having one."That's where it's going to be interesting, I think, over the next five to ten years – to see how this demographic morphs and evolves into the place that is currently held by Gen Xers," says Jennifer Connell."Millennials have a reputation as being very mobile because they haven't planted roots yet. I think the older part of that demographic is looking to plant roots. These folks have the same dreams and ambitions that previous folks had. They want to own their own home, they want to start a family. They are just tending to do it later."A rotational programme, Katherine Bouchard says, can serve as an opportunity for the transferee to decide whether they'd like to stay in a location or move on to the next assignment. "Now they have more options as to where they can plant their roots.""They don't have to make decisions right away. They're really more concerned about that work-life balance," Jennifer Connell adds. "The typical Millennial profile is having Baby Boomer parents, and those are the people who worked endless hours and never really achieved a work-life balance. So Millennials are really determined to have that work-life balance their parents didn't have." A manifestation of this in relocation policy is managers providing a more robust set of destination services than has traditionally been the case."One thing we're seeing a lot of companies doing to help their employees," Jennifer Bouchard says, "is having the right technology in place, because Millennials are very resourceful, and they will often do their own research before they're even authorised for a move."Beyond that, however, firms are taking the initiative. "Companies are taking that profile of being nimble and curious, and using it to their own advantage. For example, say they have a candidate who is looking for an adventure or a new place, or raises their hand and asks whether there might be an opportunity for them to work in the Toronto office."In the past, the answer would have been 'no'. Now, we see companies say, 'This is someone with a strong set of skills, and we'd like to keep them for the long term.Let's provide them with an opportunity and satisfy that need to travel that they have'.
For more Re:locate news and features about managing millennials, click here and for more about Canada, click here
©2017 Re:locate magazine, published by Profile Locations, Spray Hill, Hastings Road, Lamberhurst, Kent TN3 8JB. All rights reserved. This publication (or any part thereof) may not be reproduced in any form without the prior written permission of Profile Locations. Profile Locations accepts no liability for the accuracy of the contents or any opinions expressed herein.