Many employers acknowledge the fact that millennials like to take ownership, have flexibility and need to find meaning in their work. They like to operate like entrepreneurs. Encourage it. Foster an entrepreneurial spirit. Why? Because entrepreneurs don’t just say that they can do it – they actually do it. They like responsibility and control, and are not daunted by the prospect of risk. They have a certain kind of boldness and know the importance of having vision. They see challenges as an opportunity to prove themselves, and they often relish the chase of securing the business. They are largely confident, dedicated, hard-working people. Optimistic with an ability to take ownership, they are ultimately achievers.
So why would you not want to hire this person for your team? If you can allow a certain level of autonomy and ensure that there is proper planning, structure and support, then to have an entrepreneur in a company environment (commonly termed an intrapraneur) can be a win-win all around. Leaders are sometimes intimidated by the thought of hiring someone of entrepreneurial spirit because they believe they will get up and go as soon as the opportunity arises for them to have their own business. Yes, that is a risk, but one worth taking, for as long as you have the entrepreneur in your team, he or she will permeate the positivity and get-up-and-go attitude that you need to start the ripple effect.
We need to acknowledge that people have different ways of working and need different hours. In the day of enterprise mobility a team is using their smart phones and tablet computers 24/7. Mobile applications have changed the way we do business, so we need to change our minds and consequently, the way we work. It allows for more flexibility. Women, particularly working mothers, cite flexibility as a major driver and reason for moving jobs.
Sometimes it is the small things, like allowing hot desking (working from anywhere other than the office) or working from a coffice (a coffee shop that doubles as an office!), makes an employee feel trusted and appreciated. Flexibility will be appreciated and reciprocated. Giving someone the parameters for their job with freedom, and acknowledging that they are mature enough to focus on productivity rather than the hours measured at their desk, goes a long way in securing trust and respect. Productivity is not always equalled to activity, and to encourage better productivity – and to reward accordingly, is beneficial for the individual, the team and the leader. If you are employing women, give time and thought during Women’s Month how you can better support working women. Working women, take a moment to enjoy the public holiday!