From a more flexible workplace design to more united company relationships to a bottom-up company hierarchy, office culture has witnessed a lot of changes throughout the past few decades.

According to ATKearney, 58% of millennials are living in Asia, and are becoming the main demographic for Hong Kong’s working population. Millennials have transformed the way an organization thinks, from how they treat their employees to how they hire them. How are they causing organizations to shift out of the traditional culture?

A Workplace Run By Democrats

What is a democratic workplace? It’s a workplace where employees not only have their own creative freedom, but also have the chance to collaborate with their co-workers. Though everyone usually prefers a democratic workplace, millennials need this type of setting to remain motivated and productive. Rather than being constantly monitored and told on how to complete their own respective tasks, it is very important for them to connect with their team and managers in a more affiliative way. They prefer an organization that runs on a bottom-up approach, where they can take part in proposing new ideas to their higher-ups and be involved in decision-making. They want to make sure that they are making an impact, and that they can do it in a way that seems fit in their perspective. 

Agility Equals Stability 

This generation of new talent greatly value personal freedom and flexibility. Unfortunately, they tend to be frowned upon by the older working generation on their habit of “job hopping”. However, is this necessarily a negative quality? In fact, according to Robert Half, 60% of employers still consider employees who have a history of “job hopping”. With today’s technology sector and the economy booming, the younger generation has a competitive edge with their wider variety of job options. They have grown up in an environment where something new and innovative appears every day. Being agile is their way to fully take advantage of these opportunities to constantly learn new skills, gain more experience and expand their network. To them, instead of money being their pillar to job stability, it’s agility.

Hunger for Knowledge

Opposed to the “job hopping” habit of the younger generation, millennials are also known to be driven in climbing up the company ladder. They are always searching for a chance to learn new skills for them to stand out and take up more challenges. Because of this expectation, they are more drawn to jobs that have a lot of potential towards their career development where they can come across new challenges and lessons frequently. Therefore, companies that have resources in leadership and executive training usually have a larger pool of young talent to recruit.

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