Millenniopedia - A dictionary to translate your Millennial’s demands into business.

Millenniopedia

What Millennials say, what they mean

A dictionary to translate your Millennial’s demands into business.

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1 / 11Copyright © 2014 Nakisa Inc. All rights reserved.

Copyright © 2014 Nakisa Inc. All rights reserved.

What they mean

Companies like Google, Facebook and Apple stand for everything recent college graduates are looking for: creativity, collaboration, attractive salaries, innovative office spaces and flexibility.

These companies are listening to the new workforce generation and addressing their demands; and so should every other company.

What this means for HR

In order to be an attractive employer for Millennials, companies need to present themselves as innovative and progressive. While they don’t have to turn their offices into a playground for

employees, they should consider some easy fixes that will make the workplace more attractive: a good way to motivate Gen-Y is to offer free perks that will allow for better work/life integration,

such as gym memberships, food and drinks, and break-out areas around the office. However, the Millennial generation is looking for more than just fun at work. Throughout the next

pages of this Millenniopedia, we’ll reveal the “M-factor”.

I want to work for Google.“ ”

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I’m working from home today.“ ”

What they mean

In contrast to previous generations, twenty-somethings aren’t willing to compromise on their personal life. Committed to delivering great results, they want to work on terms that they believe

in and are looking for an employer who trusts that they’ll get the job done.


To maximize their productivity and creativity, HR needs to give Millennials room for flexibility. With clear deadlines and KPIs set, HR and supervisors won’t need to worry about the work

hours – what really counts is the outcome. If projects and quality are being delivered and results measured, does it really matter whether employees reach their full potential at home or their

favorite coffee shop?HR needs to show trust in their hires and offer opportunities to shift hours or take advantage of a compressed work week.

As a wise man once said: “If you love something, set it free...”

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I WANt to be my own boss.“ ”

What they mean

Although Millennials are an entrepreneurial generation, it’s a misconception that they thrive to be their own boss. In fact, they don’t appreciate the concept of “bosses” at all. The reality is that these

young adults don’t want to work for others who are too demanding or constraining.Gen-Y wants to be more than just workers in the assembly line – they want to have real impact on the business and are looking for more insight into the company strategy and direction. The desire for starting their own business is actually a call for transparency, independence and flat hierarchies.


To address their aspiration for independence and insight, HR and Managers need to offer ways for their Generation Y to participate in strategic initiatives and carry responsibilities. Supervisors need to

provide guidance and clarity into how their youngest employees can contribute towards their business objectives, while giving freedom for their own execution and avoiding micro-management.

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I deserve a raise.“ ”

What they mean

While Gen-Y is looking for more than just the money in a job, it’s still the paycheck that keeps them motivated and engaged.


As for all generations, their paycheck has a huge impact on Millennials’ morale and motivation. Gen-Y knows what they want, and if they can’t find it in their current company, they’ll look for

another. To crack their full potential, HR needs to pay for performance and implement reward strategies to keep them happy and motivated to constantly improve.

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Can I view that on my tablet?^^“ ”

What they mean

As “digital natives”, Millennials are known to be a tech savvy and connected generation. Having grown up during the rise of globalization, the internet and social media, they’re used to accessing

information anytime, anywhere and connect with their peers whenever and however they like.


Human Resources and IT need to provide access to technology that enables Millennials to stay connected and collaborate with their team. The right tools implemented in the workplace will

allow for more efficient and simplified processes and keep your Gen-Y workforce connected. Access to new and efficient devices will not only encourage your digital natives to feel more

engaged, but also ensure a significant increase in the productivity level of your entire workforce.

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I think I deserve a promotion.“ ”

What they mean

Often mistaken by baby boomers as “career impatience”, Millennials are very ambitious and feel the urge to climb the career ladder in no time. If their company doesn’t offer them the opportunity to

grow, they’ll find one that will.


Millennials value results over tenure, and are committed to their job and projects. HR professionals and Managers need to understand the personal and professional goals of their

youngest employees. Why not allow your top talents to reach their goals more quickly? By identifying opportunities for career moves and skill development such as secondments within

the organization, HR can put career and development plans in place that will help them reach their career goals.

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Do you think I did great?“ ”

What they mean

Millennials are constantly looking for feedback from their supervisor. Some may say that twenty-somethings are just longing for a pat on the back. Whereas in reality, they’re looking for constant

feedback on their performance to understand how they need to improve.


HR needs to implement processes to allow for constant feedback and performance review. The days when managers and employees would catch up once a year for the annual

performance evaluation are over. To unlock their full potential, the youngest addition to the business requires honest feedback and advice on how to improve to reach their professional and

business objectives more quickly. For higher engagement, managers need to highlight positive contributions, suggest improvements on key competencies and share feedback immediately.

Managers can no longer be bosses; they need to become mentors and work with their employees towards their goals.

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We should do the ALS Ice Bucket Challenge!“ ”

What they mean

Millennials are looking to bring more than just a paycheck home from work; they’re also looking for pride and fulfillment at the work place. They want to work for a company that not only cares

about their own people, but also society. Helping others, making a difference and giving back to society are on the top of their personal and professional agenda.


Corporate Social Responsibility is no longer just a corporate strategy, but also serious business for Human Resources, as it will directly affect the quality of hires and employee engagement. An

easy fix for HR is to implement a company volunteer policy. Human Resources should be working closely together with other areas of the business to identify CSR opportunities to not only improve

employer branding and employee engagement, but also to boost the overall company reputation.

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Please visit www.nakisa.com for more information or email [email protected] to arrange an assessment of your Workforce 2020 readiness or to book a live demonstration of the org and talent management solutions by Nakisa.

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Nakisa® Inc. is a leading Organization and Talent Management software company, providing the world's largest organizations with the ability to visualize and maintain accurate HCM data, confidently execute organization design, devise harmonized succession and career plans, and create an aligned, high-performing workforce. In collaboration with a global network of partners, Nakisa serves a wide range of customers across all sectors and regions. Nakisa's expanding client base includes 700+ enterprise customers, with more than 4 million subscribers from 24 industries, in 125 countries. Nakisa has been a partner of SAP® since 2007. SAP® Organizational Visualization by Nakisa® (SOVN) and SAP® Talent Visualization by Nakisa® (STVN) are co-developed, supported and sold by SAP. Available in 18 languages, these official solution extensions form a key part of the SAP product and enhancement roadmap, ensuring customers fully benefit from the latest SAP HCM technology innovations.

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Millenniopedia - A dictionary to translate your Millennial’s demands into business.

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