The influence of the internet is far more positive and beneficial than yielded by its typical usage i.e. just spending hours scrolling up and down or watching videos – an activity, that largely speaking, cannot be claimed constructive. As far as the positive side of it, the internet has in general terms become a source of encouragement for learners and students across the world irrespective of their age and interests, ensuring their learning endeavor is fully supported thereby expanding and strengthening their knowledge base.
Millennials are the real internet generation leading all charts with a massive share in the ownership of smartphones and an enormous chunk constituting presence on social media – quite obviously they spend most of their time online. To be exact, 90% of them see the internet as positive with the power to yield countless advantages – a percentage that is higher than any other age groups’ as far as the viewpoint on the said subject. For this very reason, millennials are mostly the ones who find and post jobs online; are highly inclined towards online education and online entrepreneurship, and a vast majority of them has succeeded in finding freelance work online becoming part of the remotely employed workforce around the globe.
Students, who know how to utilize PCs and the internet proficiently, develop aptitudes significant to landing a decent placement in the 21st century or becoming pioneers of a new vocation altogether. Internet practitioners let learners and professionals practice while encouraging them to team up creatively, develop strength, and cultivate innovatively thinking. The speed of technological transformation has come to fully convince the Millennials they must keep striving in order to expand their learning, enhance their creative abilities and polish their skills. The truth of the matter is the internet revolution is bound to influence prevalent explanatory techniques, and in the long run, alter ordinary schools into entities that would be more like technological instructional centers.
Millennials and their new approach to work and life balance
The latest review by the PWC found Millennials are attracted to aspects other than monetary reward. They lay genuine stress on solid work and regulation of life in general - they aspire and are goal-oriented, yet they don't believe achievement must come without a sense of individual satisfaction or at the cost of restricting social life or for that matter their desire to travel etc. Such preferences reigning strong among the Millennials will tend to affect trends in working environments – for instance, working hours may have to be addressed by employers because of growing inclination towards flexible working conditions among the Millennial workforce.
Millennials change how we communicate
In another recent review, 41% of Millennials stated during a survey they prefer to interact with others electronically than up close – whether that is over the phone or in person. Largely speaking, younger Millennials are therefore coming to expect not only a modernized working environment, but also a community which incorporates texting and video etc. as a means of interpersonal communication. Hence those managing workforces around the globe must ensure their IT strategy evolves and progresses in a way that accommodates and takes into consideration trends common among recent college grads thereby enabling them to connect and team up in ways that are customary to them.
Millennials transforming our approach to feedback
Not very similar to the recent past, Millennials in the work environment appreciate instant feedback and consider it an opportunity that allows them to evolve – they need to know how they're doing hence criticism of their performance is quite essential for them – and they prefer to receive it more often too. Organizations, therefore, must address this need by planning standard sessions with each individual in various teams and telling Millennials how they are getting along much more frequently than a conventional yearly appraisal.
They will change how we value and plan training
Millennials (born 1981-1996) feel solid learning is a source of joy and the means to achievement in any working environment – they prefer to become part of training and development endeavors as much as feasible. Organizations, which neglect to draw in the Millennial workforce by satisfying this need and do not focus on offering openings to help expand their capacity will lose workers more rapidly. On the other hand, employers who make it a priority to design coaching programs as well as other informative exercises, and incorporate the same in training or non-training projects on a yearly or quarterly basis will be able to retain the Millennial workforce more successfully. Since Millennials learn in an amazing manner, prefer measured preparation and experiential modifying instead of run-of-the-mill methods, organizations must meet their needs by furnishing creative opportunities for employees to evolve and grow for otherwise, employers will only risk greater agitation among their workforce.
Millennials transforming the methods of recruiting
Regardless of all the tending that Millennials may receive, the rate of stress among recent college grads leans towards the higher end when compared with other age groups. Today 79 percent of internet connection users utilize online resources and information for finding a job, whereas 80 percent employ the internet for professional networking and establishing personal connections in order to find work. As of now, 72 percent of them feel they have had to resort to some type of an “exchange” to get into their first job. But their craving for new experiences, as they grow, and their rather common passion for traveling are characteristics which are bound to alter the way their predecessors have dealt with work – the Millennials will eventually come to enforce a more universal approach instead. Hence it is imperative employers begin incorporating new patterns of thinking and behavior into their future strategy for recruiting and retaining Millennial human resource.