NMP - September 2016 - 91

Lastly, they do want more work/life balance, but I'm not going to even look at the PwC report and just say, so do I. I also would love to spend more time with my family and kids, as this makes me truly happy, and usually more productive when I am working. In all honesty, I don't see these as Millennial traits, I see these as human traits. When I first came into the workplace, I was eager to learn, do well, and saw myself one day sitting in a chair, making decisions that could positively impact my peers and industry. How fortunate are we to have a generation that wants the same things and who are courageous enough to be honest about it? Shape of things to come Maybe we've been looking at this all wrong. Instead of looking at Millennials as a workplace alien, we should build upon the attributes that we all share. Because although the PwC titled their 2013 report, "Millennials at Work: Reshaping the Workplace," it is in fact us who will be reshaping it for them, and ultimately, reshaping it for ourselves. While Millennials hope to one "But just like the rest of the mortgage industry, it has become apparent that attracting Millennials involves more than just diversifying our association's leadership and membership." day have the chance to make a positive impact on their industry, we now have a chance to actually do that by creating a workplace that advocates for diversity, encourages professional growth in leadership and business, and builds strengths out of weaknesses. We can build performance management and career progressive systems that open a path for not just Millennials to grow, but for us to learn as well. Additionally, we'll not only be molding the next generation of mortgage professionals, we will also get great insight into new opinions, ideas, and different ways of looking at our companies and associations. Here is where we have an opportunity to make the kind of work environments we wish we had when entering the workforce. Because at the end of the day, wouldn't we all like to do our job well, grow and climb up the ladder, and be able to spend time with our families in the process? Millennials are not that different from you and me, but growing up with the Internet means their world view is often broader and they've often had access to anything they want at the drop of a hat. This means they aren't afraid to look elsewhere if their needs are not met in the workplace. Meeting those needs by simply collaborating and figuring out what we would all like in our ideal work cultures is the key to pulling them in and keeping them around. So instead of focusing on the word "Millennial," let's focus on our similarities and how to recruit good talent by creating a work environment where new hires and long-term employees will benefit for many years to come. Kelly Hendricks is president of the National Association of Professional Mortgage Women (NAPMW) and is vice president at St. Louis-based Delmar Financial. She may be reached by phone at (314) 398-6840 or e-mail President@NAPMW.org. 91 NationalMortgageProfessional.com n National Mortgage Professional Magazine n SEPTEMBER 2016 http://www.NationalMortgageProfessional.com http://www.LendTheWay.com

Table of Contents for the Digital Edition of NMP - September 2016

Table of Contents
NMP - September 2016 - Cover1
NMP - September 2016 - Cover2
NMP - September 2016 - 1
NMP - September 2016 - Table of Contents
NMP - September 2016 - 3
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NMP - September 2016 - Cover3
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