Already numerous studies on intergenerational differences in the workplace have confirmed that younger employees literally see work in a different way, in contrast to their older colleagues. They often find faster ways of doing some work, and they themselves want to be involved in interesting projects that will be a platform for further development of their professional skills. They appreciate the sense of purpose in work the most - when they see that the company in which they are employed has a "higher goal" and makes a unique contribution to society. And especially if it is visible from the behavior of the person who is their direct superior.
Does this mean that all young people are "bursting" with enthusiasm and desire to work? Of course not. There have always been and always will be those employees who simply - do not feel like working, no matter what we do. And this is true among members of all generations. They do not take work too seriously and are not very inclined to advance. It is an instrument of income for them with which they "cover" their monthly expenses or just an additional source of income, and in their behavior it seems that a certain lethargy is constantly present. Of course, for some young people this is temporary, caused solely by the developmental stage they are in.
However, it is worth remembering that we cannot actually greece whatsapp data change other people if they do not want to. What we can do is offer them a different perspective and the benefits they will receive if they listen to us. And what is the most common scenario in companies? Thousands of managers who waste their time, energy and nerves on just such lethargic employees. They are constantly focused on those who are not doing well enough, are not trying as hard as they should (according to their criteria), and are essentially fighting battles, most of which are already lost. The teacher in the classroom does the same thing – she directs her focus on restless students and those who need help with their studies. Because of this, she often fails to focus on those students who have the potential for something more, which leaves that potential undeveloped.
There are indeed those who have an extraordinary work ethic - it is not something that is "reserved" only for older generations. And if they don't have it, it doesn't mean that they can't acquire it - it's just that they will acquire it much sooner in an environment that is stimulating and in which there is an adaptive management style. Showing them how they can progress and develop their skills can already be the first step on that journey.
Finally, two interesting tidbits: 28% of millennials are already in leadership positions, and within the next 10 years, this generation will make up over 75% of the workforce. Both the “young” and the “old” can learn something from each other – it’s just a matter of how willing we are to adapt to each other.