The new generation of workforce

New Generation of Workforce, team work and giving a box

Potent and advanced business models, as well as social and economic systems, can emerge from a chain growth of activities and innovation in business. This growth can be successful as a result of any form of disruption in business activities. Invariably, this century experiences a massive influence of the workforce in the Netherlands by millennials.

This young generation of workers tends to discover contemporary approaches to several activities. They prefer rendering their services to organizations that pay more attention to influencing society rather than those that are after profits.

However, there is no perfect definition of this generation of workforce unless there is an inclusion of advanced technology. The minds of this workforce are rigidly set on accessing information swiftly using digital tools like social media, laptops, and smartphones. Fortunately, their affiliation with advanced technology affords them a better business advantage than workers of previous generations.

The method by which millennials harness advanced technology is not the only factor that makes them unique. In addition, this workforce is exceptional for the behavioural changes they undergo as a result of their constant use of technology. They, having their attitude to life greatly influenced by the world’s economic situation, are also in the habit of prioritizing their individual needs over organizational needs.

About 75% of millennials have admitted to agreeing to a concession while in search of jobs. They approve of sudden advancements, steady career progress, and regular feedback in their jobs. They have also shown to repel strict organizational systems and would prefer that the management and corporate structures in place satisfy their needs. Now, this readiness to compromise is something employers should be cautious about, at least until the world economy improves.

Millennials and the Manufacturing Industry
This generation of workforce confronts the manufacturing sector with a whole new difficulty. This difficulty includes luring and retaining the millennial into the manufacturing industry by modifying the industry’s general outlook.

Actively Dissipate the Myths about Manufacturing Careers
Drawing the attention of millennials to the manufacturing industry involves an active emphasis on the advantages of the sector. Statistics that point to the stability and increments in the industry should also be highlighted to this workforce in every way possible.

As an example, facts have it that, on average manufacturing industry has paid the highest wages in the private industry sector for almost ten years. Millennials should be aware of such information.

Make Emphasis on the Digitalized Section of the Manufacturing Industry
As stated earlier, millennials have a great affinity for technology-driven systems. Therefore, drawing their attention to the ultra-modern technologies and creations of the manufacturing industry gives employers in the sector an edge over less advanced competitors. By making millennials aware of the use of AI machines, and AR devices in the industry, employers can stir up manufacturing interests in them.

Make Learning Platforms Available
Since millennials are fascinated by consistent growth and feedback, employers can stir their interest in the manufacturing sector by affording them various learning opportunities. On-the-job development programs like apprenticeships, internships, training, and certifications in manufacturing companies go a long way in keeping millennials engaged.

Implement a Feedback Process for Learning
Millennials feel more productive and successful when they make reasonable contributions to the organization they find themselves in. The younger generation of workers in the manufacturing industry can be engaged by the provision of an adequate work-feedback system.

Pay Rapt Attention to Career Development
Static jobs are a huge turnoff to millennials, especially those who are just setting out in their careers. So, if they must make a productive contribution to an organization, opportunities for growth and development must be available for them. There must also be enough room for them to pursue their career ambitions within the job.

Mutual Mentorship
Since the younger generation of the workforce is less interested in company culture and systems, mutual mentorship can become handy. Workers from older generations could assist the organization in expounding the existing ethics and culture to the millennials. On the other hand, the Millennials can see to it that the older workforce can navigate digital tools in the organization for better communication.

Review Hiring Processes
The myths about the manufacturing industry usually portrayed in job adverts should also be eliminated. These myths often prevent millennials who qualify for the roles in question from applying to jobs. Instead, adverts should indicate opportunities for career growth and a balance between work and private life.

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Chantal Boomkamp-Eppink


Chantal has several years’ experience in operational roles in high tech start-up companies in and around the region of Twente. In addition to facilitating internal organization and the effectiveness of FIP-AM@UT facilities and staff, she is responsible for the interaction, synchronization, and implementation of our partners’ strategic choices.