Millennials and Staying Relevant

How are you engaging Millennials who are beginning their careers?

Summary
Transcript
If you haven’t already experienced it inside your organization, you’ve probably at least heard about the changes that are going on in the workplace as Millennials are beginning their careers.

Diana Oreck, Vice President of the Ritz-Carlton Leadership Center, explains why it is important to stay current and relevant with the next generation of leaders.
If you haven’t already experienced it inside your organization, you’ve probably at least heard about the changes that are going on in the workplace because Millennials are beginning their careers. Diana Oreck, Vice President of the Ritz-Carlton Leadership Center explains why it is important to stay relevant when it comes to organizational culture, especially as Millennials move out of the classroom and into the workplace.

“The Millennials are definitely the leaders of the future. We're going to have to change and adapt and make sure that they are being very successful in the workplace because they are the future.

“A big difference, first of all, obviously they've grown up in a technological era. In many cases, if they have baby boomer bosses, the baby boomers aren't all equally at that level, so they have to understand the beauties of the technology.

As these digital natives are becoming young professionals, this calls for a lot of organizational culture changes. This is where strong change management skills come in to play. As a leader you have to be ready to prepare the rest of your team for these changes that are heading their way.

“There is also a lot more questioning of why. But I think, just like every generation, you fall into a correct cadence. And every generation brings diverse contributions. I think it's a matter of, we all have to understand each other. We also have to meet them half way.

“There are people that don't understand, ‘Why do I have to come in from 8 to 4? If I'm getting results, why can't I stay up most of the night with Mr. Computer and get your project done, and come in when I want to?’ Well, think about that. On days when you don't have clients, maybe there could be some give and take about that.

“Our company has been traditionally conservative, but we're trying to change that. We're incredibly proud because after about 20 years, we just changed the dress code. Women are going to be allowed two earrings. Wow! The dress code got changed because we want to attract and retain talent. Our dress code was so strict that we could only show a quarter inch of nail. They told us where our bangs were.

We could wear jewelry but only one piece. No tattoos. No facial hair for men.

Oreck explains that even successful, traditional companies are updating their corporate culture policies in order to appeal more to the Millennial group. Any organizational culture change can be challenging to adjust to, but by sticking to your old habits you could lose the interest of great potential employees.

“We realized there were some that were saying, ‘Well then, I don't want to work there.’ But they were brilliant people. So that's a principle for everyone. Never stop listening to your customers and your employees. They're giving you so much data. And we weren't willing to lose that talent anymore. It was a long time in the coming but everyone's very excited about it.

Oreck concludes with a strong point about how crucial your organizational culture is to the health and survival of your business. “You got to stay relevant or you go out of business.”
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Diana Oreck

Ms. Diana Oreck is a Certified Hospitality Trainer (CHT) and an international advisor in corporate culture, branding, leadership, employee engagement and legendary service. She has over 30 years of experience in the hospitality industry ...

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