How HR Managers Are Getting The Best Out Of The Millennials In The #NewNormal!

Change is constant and what one requires to manage change well is a high level of adaptability. However, in the current situation, due to the COVID pandemic, we see that the pace of change is very rapid and surrounded by a lot of uncertainty, making it extremely challenging for all industries and individuals across the world to cope with it adequately. Considering this, FIIB, one of the leading and quality B-Schools in India, recently conducted a Virtual Roundtable with the HR Heads of some leading companies in India to understand how they are coping with the challenges in the current times, especially on the human resources front. 

Obviously in the #NewNormal, the human resource management had to access and leverage the most advanced people management skills to meet their organization’s growth goals. In this blog, we highlight some of the ideas and strategies shared by the leading hiring honchos to utilise the millennials’ talent, interest, values, goals and energies to derive the best out of them while making them feel that they are a crucial part of the organization. 

Vivek Anand, HR Head of Jaguar Overseas says that there are several challenges and opportunities that the millennials face and will continue to do so. Hence he believes that the new hires must be:

  • Given a good orientation about the workplace culture while onboarding them. 
  • Provide them with a highly supportive work environment. 
  • Focusing on work life balance is crucial and organizations must teach millennials on how to achieve the same. Probably organizations can explore providing them with  flexible sabbaticals.
  • Brainstorm and find new ways of providing them growth opportunities. 
  • Give them in-depth training and development to shape up on the required skills and give them constant feedback so that they are able to identify  the future challenges and opportunities better. 
  • Keeping in mind the current virus infected phase, provide them medical and health related facilities so that they feel less stressed about the dip in the  pay scale for the moment. 

Kamalika Deka, HR Head of Nicobar Design said that she manages a lot of passionate workers and she is herself a millennial. She further expressed that:

  • There will never be any real threat to talented people and/or to their values in this pandemic phase. It is just a phase and it will be over soon. 
  • Millennials measure their worth majorly through monetary value, so offering attractive compensation is very important. 
  • In order to retain the talent, it is crucial to have a strong mentor in the organization, someone who can polish the existing skills of the employees further. 
  • She strongly believes that the happy employees lead to better relations between the organizations and its customers. 

Nikhil Omprakash Mallah, VP-HR at Satin Creditcare said that it is a point to ponder that in the era of AI how much threat the millennial are actually in. He further said that:

  • No matter what, one must never multitask as it harms productivity. So millennials are suggested to do one thing at a time and finish it up quickly so that they get the feeling that they are doing several things in a day. 
  • Be it with AI or without AI, millennials have changed the shape of their organization positively- moving it from the 5th to the 2nd largest microfinance company in India from the pre to the post demonetization era.
  • Apart from attrition, the biggest challenge organizations are facing today is the emotional fragility of the millennials. Also employee stability is a big issue as they keep changing jobs for even small hikes.

In the concluding session of the day, Anju Malhotra who is the Talent Acquisition & Business Head-HR at JK Cement, said that: 

  • Millennials want independence and don’t want to be micromanaged, and it gets a bit difficult for old age managers to handle such  situations.
  • She believes that it is crucial to keep motivating the millennials, as often their perception of values differ noticeably from those of the organization.
  • There are often conflicts between the digitally savvy and non savvy managers in an organization that need to be resolved.
  • Fear of missing out is another thing that challenges the millennials and organization need to be aware of, and sensitive about handling their insecurities.

Last but not the least, all the HR heads unanimously agreed that adapting to technology is an investment that companies need to constantly keep making, and that maintaining work life balance in the now omnipresent work-from-home scenario is a must!