Dealing with Millennial activism in the new workspace

The world of employment continues to change. The obvious and familiar have been replaced and now require organizational and thoughtful flexibility both from employers and employees. Nowadays, it is not unusual if a non-senior employee asks for increased awareness of environmental protection and requires his employers to adapt the office’s policy to the spirit of the period by reducing the use of disposable tools such as straws.  

Such a request today can certainly lead to a change that management must accept and implement. Thus, consistently and continuously, millennial generations can lead to change and create a new norm through a refreshing and kicking worldview.

A new study by the Global PR firm Weber Shandwick, represented in Israel by Wolf Communications, along with United Minds and KRC Research, shows that 40% of employees report that they have spoken up to support or criticize their employers’ actions over a controversial issue that affects society.

Millennials are the most active employee activists, a rate significantly higher than that of Gen Xers, when Boomers relatively accept the current work environment. Millennials feel that employees have the right to speak up due to the infinite boundaries and availability of social media and new trends on the web 24/7.

To be considered a successful employer among the company’s employees, is not enough to show economic efficiency, but it is necessary to combine social leadership, interesting personality, emotional intelligence and ability to identify crisis situations. These tools will help both the employer and the employee reduce the generation gap and prepare for change considering the activisms that seeks to influence corporate policy and the environment as a whole.

Weber Shandwick has put together guidelines for navigating the new wave of employee activism:

  • Embrace employee activism as a positive force to propel your reputation and your business as an open and transparent organization
  • Ensure your corporate purpose and culture are known from the point of applicant interview to employee tenure.
  • Be mindful of what is on employees’ minds.
  • Cultivate a listening culture.
  • Establish a response protocol.
  • Clearly articulate and communicate your company’s values.
  • Make your company’s values part of the solution.

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