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As compared to Baby boomers, Millennials are truly unique in the workplace, thus hava a considerably dissimilar stance on the expectations from their employers. Their level of knowledge and technical skills are different in comparison with the Baby boomers. They are unique in a manner that they are able to perform various tasks at a go since they have plenty of energy with an urge for positive results for the company they work for. Most of these employees always prefer teamwork unlike the baby boomers generation who prefers working as individuals. Also, millennials use technology more, thus more creative and social-minded. They are the masters of technology in the workplace making the workplace effective.

Since the Millennials have emerged to be more effective in the workplace, creating significant changes on how the daily activities are carried out, it is their responsibility to ensure that they are motivated, engaged, and retained by carefully coming up with effective strategies. For employers to attract, motivate, and retain millennial talent, they should ensure to provide checklists to the generation, providing annual rewards, assign mentors to instruct them effectively, and ensure to create a culture which is team-oriented. Also, employers should structure feedbacks in an effective manner which will not lead to misunderstanding.

As Jay Gilbert states in his article, “The Millennials: A new generation of employees, a new set of engagement policies,” employers should be aware that generational gaps exist, (edit this line specially) “therefore the responsibility of managers in engaging the millennial by setting up new policies may protect and engage the millennial’s generation.” The author further says that, if an organization is using engagement survey data, it is the duty of managers to develop and prioritize intrinsic motivation in the organization.


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