Monday, 18 february 2019 | Redacción CEU
Trying to adapt to the fast pace of “the era of change" may be an exhausting task. Companies fight hard to position themselves and implement effective strategies that attract the best talent to join their staff. Of course, their fight does not end there. Once the talent is recruited, the firms must be able to pull it in so that it does not end up migrating to another place. Therefore, this is a permanent goal. Their mission will always underway, as talent is the seed that makes business success germinate. Having said that, we can think about whether it is possible to go a step further: What if talent, besides being enjoyed, can also be shared? What if companies are able to combine the experience of senior professionals with the talent of new employees? What if, in this era of digital transformation, the old patterns are starting to become obsolete?
In recent years, we have seen how the role of the millennial professional has occupied a large part of the contemporary debate on Human Resources: a generation that sometimes has been acclaimed and sometimes has been vilified. The fact is that the arrival of the millennials into the workplace has meant a great change for companies: professionals now establish relationship with work in a very different way.
Andrés Ortega, a sociologist and expert in HR, explains in an article that more than belonging to a generation, being millennial means an attitude that favors a series of conducts and habits that are put into practice by certain professionals. Therefore, it is not a question of age necessarily, but a question of new behaviors. The specialist highlights among them some as the development of relationships based on collaboration and sharing, the concern for the continuous improvement, non-conformism, disruption, rebellion, the permanent need of feedback and motivation, entrepreneurship and intrapreneurship, versatility, the trend to multitask, the integration of technology, freedom and mobility.
Although something which is highly valued by chief executive officers in relation to millennial talent is the great ability to adapt to new technologies, this is not the only virtue of these new employees. Their original approach can enrich the company as a whole, especially when it is combined with programs and policies that seek to foster the coexistence between different types of professionals and generations. This is where the so-called mentoring programs come into play, programs in which professionals (mentors) assist others (mentees) in order to help their development of skills or knowledge, and thus their growth as professionals.