What Millennials Want from Work by Jennifer J. Deal and Alec Levenson

Last updated: Aug 8, 2023

Summary of What Millennials Want from Work by Jennifer J. Deal and Alec Levenson

The book "What Millennials Want from Work" by Jennifer J. Deal and Alec Levenson provides a comprehensive analysis of the millennial generation's expectations and desires in the workplace. The authors conducted extensive research and interviews with millennials to understand their unique perspectives and motivations.

The book begins by debunking common stereotypes about millennials, emphasizing that they are not entitled or lazy, but rather have different values and priorities compared to previous generations. Millennials value meaningful work, personal development, and work-life balance.

The authors identify six key areas that millennials prioritize in their work:

Development: Millennials seek opportunities for growth and learning. They want employers who invest in their professional development and provide clear paths for advancement.
Meaningful work: Millennials want to make a positive impact through their work. They are more likely to be engaged and motivated when they feel their work contributes to a greater purpose.
Flexibility: Work-life balance is crucial for millennials. They value flexible work arrangements, such as remote work options and flexible hours, to accommodate their personal lives and interests.
Recognition: Millennials desire regular feedback and recognition for their contributions. They appreciate a workplace culture that values and acknowledges their efforts.
Inclusion: Diversity and inclusion are important to millennials. They want to work in environments that embrace different perspectives and provide equal opportunities for all employees.
Collaboration: Millennials thrive in collaborative work environments. They value teamwork, open communication, and the opportunity to collaborate with colleagues.

The authors also explore the impact of technology on millennials' work preferences. They discuss how millennials are comfortable with technology and expect workplaces to provide modern tools and platforms for communication and collaboration.

Furthermore, the book addresses the role of leadership in attracting and retaining millennial talent. It highlights the importance of authentic leadership, transparency, and creating a supportive work culture.

Throughout the book, Deal and Levenson provide practical recommendations for employers and managers to effectively engage and retain millennial employees. They emphasize the need for organizations to adapt their practices and policies to align with millennials' expectations.

In conclusion, "What Millennials Want from Work" offers a comprehensive understanding of the millennial generation's values, expectations, and desires in the workplace. It provides valuable insights for employers and managers seeking to attract, engage, and retain millennial talent in today's evolving work environment.

1. Millennials value work-life balance

One key takeaway from the book is that millennials prioritize work-life balance more than previous generations. They seek jobs that allow them to have a fulfilling personal life alongside their professional responsibilities. This means they are more likely to prioritize flexible work hours, remote work options, and generous vacation policies. Employers who understand and accommodate this need are more likely to attract and retain millennial talent.

Understanding this preference for work-life balance can help organizations create policies and practices that align with millennials' expectations. For example, offering flexible work hours or the option to work remotely can help millennials feel more in control of their time and reduce stress. By recognizing and addressing this desire for work-life balance, employers can create a more positive and productive work environment for millennials.

2. Millennials seek purpose and meaning in their work

Another important insight from the book is that millennials are driven by a desire for purpose and meaning in their work. They want to feel that their job has a positive impact on the world and aligns with their personal values. This means that organizations that can clearly articulate their mission and values are more likely to attract and retain millennial employees.

Employers can leverage this insight by ensuring that their company's mission and values are communicated effectively to millennials. This can be done through transparent communication, highlighting the impact of the organization's work, and providing opportunities for employees to contribute to meaningful projects. By aligning the work with millennials' values and emphasizing the purpose behind it, employers can create a more engaged and motivated workforce.

3. Millennials value continuous learning and development

The book also highlights that millennials have a strong desire for continuous learning and development. They want opportunities to grow and develop their skills throughout their careers. Employers who invest in training and development programs are more likely to attract and retain millennial talent.

Organizations can address this need by providing regular training and development opportunities for millennials. This can include workshops, seminars, online courses, and mentorship programs. By investing in their employees' growth and development, employers can create a culture of continuous learning that appeals to millennials and helps them thrive in their careers.

4. Millennials value feedback and recognition

Feedback and recognition are crucial for millennials. They want regular feedback on their performance and recognition for their contributions. Employers who provide frequent and constructive feedback, as well as opportunities for recognition, are more likely to engage and retain millennial employees.

Organizations can foster a culture of feedback and recognition by implementing regular performance reviews, providing ongoing feedback, and acknowledging employees' achievements publicly. By creating a feedback-rich environment, employers can meet millennials' need for continuous improvement and recognition, leading to higher levels of engagement and job satisfaction.

5. Millennials value diversity and inclusion

The book emphasizes that millennials value diversity and inclusion in the workplace. They want to work in environments that are inclusive and where everyone's perspectives are valued. Employers who prioritize diversity and inclusion are more likely to attract and retain millennial talent.

Organizations can promote diversity and inclusion by implementing inclusive hiring practices, fostering a culture of respect and acceptance, and providing diversity training for employees. By creating a diverse and inclusive workplace, employers can not only meet millennials' expectations but also benefit from the diverse perspectives and ideas that millennials bring to the table.

6. Millennials are tech-savvy and value technology in the workplace

Millennials have grown up with technology and are highly tech-savvy. They value the use of technology in the workplace and expect employers to provide modern tools and systems. Organizations that embrace technology and provide a tech-friendly work environment are more likely to attract and retain millennial employees.

Employers can meet this expectation by investing in up-to-date technology, providing training on new tools and systems, and creating a digital workplace that enables collaboration and efficiency. By embracing technology, employers can create a work environment that aligns with millennials' preferences and enhances productivity.

7. Millennials value work that allows for creativity and autonomy

According to the book, millennials value work that allows for creativity and autonomy. They want to have the freedom to express their ideas, make decisions, and have a sense of ownership over their work. Employers who provide opportunities for creativity and autonomy are more likely to engage and retain millennial employees.

Organizations can foster creativity and autonomy by encouraging employees to share their ideas, involving them in decision-making processes, and providing opportunities for independent work. By giving millennials the freedom to be creative and take ownership of their work, employers can tap into their innovative potential and create a more fulfilling work experience.

8. Millennials value a positive and inclusive company culture

The book highlights that millennials value a positive and inclusive company culture. They want to work in environments that are supportive, collaborative, and where they feel a sense of belonging. Employers who prioritize creating a positive and inclusive culture are more likely to attract and retain millennial talent.

Organizations can foster a positive and inclusive culture by promoting open communication, encouraging teamwork, and providing opportunities for social interaction. By creating a culture that values and supports its employees, employers can create a work environment that appeals to millennials and enhances their overall job satisfaction and engagement.