Create Flowcharts to Guide the Millennial Workforce

“Millennials expect to create a better future, using the collaborative power of digital technology” – Mal Fletcher

A new generation of human beings, also known as Millennials, has taken pole position in the global workforce. The millennial generation, or Gen-Y, includes citizens that birthed between the years 1982 and 2000. This millennial workforce is an interesting segment of the population and remains subject to much debate and academic research. The findings of such inquiry reveal Millennials typically spend 80% of their waking hours on mobile devices, face pressures from student loan debts, earn fewer dollars than the preceding generation, and many Millennials continue to live with their parents. However, according to one observer, “You can provide an environment where Millennials can be both happy and effective without ruining your organization, if you focus on what actually is important to them.” This comment indicates the millennial workforce represents the nucleus of a productive section of the global population, and require guidance to attain higher levels of integration at the workplace and within society. In this context, the flowchart diagram (when deployed as a springboard) can help organizations architect greater engagement with millennial populations, thereby creating a confluence between different generations.

Positive actions, when orchestrated from the higher levels of an organization, could help the millennial workforce gain prominence in the modern workplace. A flowchart can be deployed to define the contours of such policy-driven initiatives – such an illustration could outline definitive actions that include nuanced inputs designed to gain calibrated and expansive output from the millennial workforce. For instance, organizations could encourage Millennials to implement efficient practices in the workplace through collaboration with other Millennials. This stance presumes a reduction of repetitive work patterns and a higher emphasis on the use of personal initiative to drive quality output. Further, employers could encourage the millennial workforce to contribute ideas and suggestions in a bid to improve outcomes and work processes. A set of such stances could encourage the millennial workforce to unleash its creativity in the service of furthering organizational goals and objectives. The flowchart could serve as an effective canvas to construct such policies and define a stance.

High levels of comfort with digital technology is typical of the millennial workforce. An organization could leverage this fact to infuse greater energies in the workplace and drive a unique perspective in matters relating to professional performance. Flowcharts, when deployed to design such strategies, could frame interesting strategies that hinge on the stance detailed above. For instance, allowing the millennial to use his or her preferred brand of technology hardware could multiply the scope of positive outcomes. Similarly, technology-driven platforms – when implemented seamlessly – can drive greater social and professional cohesion among Millennials. Tech can also enable greater transparency in matters related to compensation, employee retention, professional development, and the measurement of work performance. We note flowcharts can help organizations design and fuse such stances into a unified whole, thereby re-shaping the current visage of corporate policy; the outcomes include higher engagement levels between the organization and the millennial workforce.

Career development, transparency, and different versions of the concept titled ‘work-life balance‘ represent important considerations for the millennial workforce. The modern employer must address these elements in a sustainable manner to retain talent and present an enduring value proposition to Millennials. Consequently, a flowchart can serve as a creative blueprint, wherein employers could outline different strategies to bolster career development choices, boost transparency in the workplace, and design a positive stance that facilitates a ‘work-life balance‘. These actions can lead to a set of enlightened corporate policies that make the modern organization attractive to the millennial workforce. We note the flowchart could also emerge as a guide to courting Millennials, while signaling an evolving corporate mandate to dovetail the millennial workforce with the concepts, ideas, and paradigms that define and embody the traditional workplace.

Soft skills and their expert application remain essential in attaining peak performance in the modern organization. Any employer that hires a millennial workforce must bear this in mind and fashion policies that encourage Millennials to upgrade their soft skills. A flowchart could serve as the location of planning such an initiative. The illustration could posit training modules that focus on promoting mindfulness, the use of emotional intelligence in the workplace, tactics to combat stress, and the means to hone communication skills. Each stage in the flowchart could lead to separate silos of sub-stages that detail the operation and implementation of a training module. In time, an employer could incorporate additions and refinements with a view to boost employee engagement in such projects. Senior managers in the sponsor organization could elect to register the consequent gains on the flowchart, thereby etching an original journey in retaining the considerable talents of the millennial workforce.

The ability to work remotely for an organization holds enormous attraction for most members of a millennial workforce. This stems from a millennial worker’s natural inclination to connect digitally with an employer’s work processes, avoid stressful commutes to the workplace, preserve certain prized aspects of a work-life balance, gain the ability to work flexible hours, and attain high levels of personal productivity. These stages, when sketched on the expanse of a flowchart, create a compelling case to offer remote working options to members of the millennial workforce. In addition, the case for remote operations gains heft because digital technologies are helping grow the community spirit among remote workers, therefore making each member a distinctive productive asset. An additional positive outcome emerges when worker loyalty increases towards employers that offer such work options. We note the flowchart allows the modern organization to coalesce these different strands into an effective strategy to woo the modern Millennial.

Collaboration via different interfaces powered by digital technologies retains a special attraction for the millennial workforce. Many surveys and informal investigations indicate Millennials prize the ability to share ideas and build on suggestions to drive innovation in the workplace. In response, modern employers could empower the millennial workforce with significant levels of flexibility to collaborate and innovate. A flowchart designed to map the moving parts of such a stance could feature an emphasis on teamwork, the creation and delineation of shared strategy, open office layouts that promote informal collaboration, the heavy use of digital technologies, review and comment platforms, etc. The illustration could also contain separate panels that establish connections between above elements and the declared goals and overarching business stratagems endorsed by the sponsor organization. In effect, such a flowchart allows employers to frame a distinctive engagement strategy that draws out the best performance offered by a millennial workforce.

These ideas could help employers and organizations forge unique engagement and retention strategies designed to target millennial workforce. The intelligent employer could design bespoke illustrations as part of efforts to guide and mentor the Millennial. Such a stance remains subject to revision and refinements invoked through the agency of a flowchart. In addition, such diagrams could be deployed to educate the Millennial workforce in the best practices that have attained high status in traditional workplace paradigms. In doing so, the employer seeks to demonstrate and impart classic values to a new generation of workers and business associates. The melding of time-honored best practices with the enthusiasm and raw creativity of a millennial worker could spell high levels of business success for the modern organization.