Millennials, mature staff feel good about job prospects
March 13, 2013
Construction management software is a tool firms are beginning to use more to get a better grip on their projects and keep everyone in the loop with what is going on in the company. There is a common misconception that millennials and older employees cannot coexist in the workplace, but a recent study from HR services provider revealed the two age segments feel similarly about their engagement in the workforce. Eighty-nine percent of mature workers and 75 percent of millennials asserted that going into work every day brings them joy.
"As the average age of retirement continues to increase, employers are not only seeing a wider generational gap amongst their employees, but they are also seeing more generations sitting side-by-side in the workplace than ever before," said Jim Link, managing director for Randstad US.
The workplace proves to be a solid environment
Not only do millennials and older staff members enjoy their time in the workplace, but the survey also found the two age groups create an easy-going atmosphere. Sixty-nine percent of millennials and 64 percent of mature workers said they are able to find positive enenergy at work. Construction firms often have a mix of young and experienced staff, and if both aspects of their team are able to get along, the company will be able to achieve higher levels of success.
"It is critical for companies to take note of the distinct characteristics, motivations and perspectives each cohort possesses, as well as the overlaps in attitude and workplace desires," said Link.
Firms need to ensure the happiness of their staff
While a large percentage of both millennials and more experienced employees say they are happy in their positions, there are some that need more engagement to feel good about their jobs. The research showed offering promotions or bonuses to high performing employees, and being flexible at work with arrangements and hours can increase engagement. Both age segments said that if they were able to be a larger part of decision-making at their companies it could make them feel more valued in their roles.
"In looking at our study findings, companies can dive into what engagement and retention drivers are aligned and not aligned across the different generations to identify and prioritize the largest opportunities to improve employee engagement within their organizations,' said Link.