HRO Today March 2018 - 46

Workforce Management
LEADERS
NEXT-GEN
Organizations need to start grooming top-performing millennials
into tomorrow's leaders.
By Rachel Cubas-Wilkinson
It's hard to believe but it's been three years since
millennials surpassed Gen-Xers as the largest segment
of the workforce. This shift has made a notable impact
across the spectrum of employee recruitment, selection,
succession planning, and development for leadership
roles. As the number of millennials in the workforce rises,
baby boomers who still hold many leadership positions
are continuing to retire-and there's a notably smaller
cohort of Gen Xers slated to take their place. The result:
Millennials may fi nd themselves thrust into leadership
and management roles sooner than anticipated.
What does this mean for HR? Shifting demographics
present a huge challenge from a leadership development
perspective. A 2017 report from Deloitte Consulting
shows that the unprecedented rate of change in business
is creating a crisis of development. Leaders must look to
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HRO TODAY MAGAZINE
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MARCH 2018
positively develop individuals within their organizations
in order to keep pace with global change as well as
technological advancement. Millennial employees are the
heart of this developmental need.
So the current million-dollar question is: What do
millennials want? To maximize the impact of their
leadership development efforts, organizations should
consider these three factors:
1. On-demand information. Millennials grew up with
access to the internet, web searching, and then later,
social media. As a result, they expect instant access
to information as well as on-demand and constant
communication. In a professional development context,
this expectation translates to a desire for constant
feedback. Cultivating a rich and effective feedback cycle

HRO Today March 2018

Table of Contents for the Digital Edition of HRO Today March 2018

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