If the previous generation (Generation X) talks about work-life balance, millennials are about work-life integration, and they value flexibility and expect equality.
Studies show that there have been changes in how everyone works – the generational differences, how millenials offer out of the box ideas, and also the adaptability and technological know-how required by the employees to keep up with the growing competition. Today, key challenge is the disconnect that prevails between the corporates and the current workforce. As a result, millions of positions are vacant, while most millennials are struggling to build careers.
HR and management need to understand the characteristics of the millennial generation.
Here are a few points which the organizations ought to keep in mind to be relevant for the millennial workforce:
Let Go of the Organizational Ego
Millennials support causes, not organizations. Keep your mission in focus, and flexible administration is a must. For Millennials to be upfront and stay involved, they need to feel the cause is being supported.
Be Empirical
Millennials value experiences. Millennials want to actively participate in the work . They are solely not concerned about the impact, rather they want to be a part of the complete process -- experiencing and working on it. Engage them through eloquent interactions.
Be Transparent
Millennials are used to being part of the conversation and in the loop. The old style of making decisions ahead of time and presenting them isn’t going to work. Organizations must show their decision making processes and give a chance for input. Millennials have little interest in hierarchies and are not impressed by positions and titles. They believe everyone should have a voice and that the best ideas and strategies should be shadowed, not because they came from the top.
Cooperate
Millennials are collaborative and prefer to work in teams. They are used to accessing information using technology 24x7, and connect with people virtually. It is essential for the companies to promote a work culture that promotes team work alongside ensuring a proper recognition for the contribution made by them on an individual level.
Be social and connected
Millennials are social and with good network. Organisations need to be engaged on social media and they often struggle to get their word out. Implementing social platforms- enterprise social networks -- that ensures open and transparent communication across levels in the organization and a connected workplace while ensuring the security of important internal data. In numerous cases, implementation of such platforms have led to a better productivity and recognition of talent within the organization resulting in reduced attrition rate.
Show and Appreciate Value
Provide opportunities for Millennials to meet each other, network, and develop their skills. Even though much will be done online, providing in-person social prospects and communications are important.
Lose The Formal Affairs
They have sophisticated taste but they don’t like being too formal. Millennials prefer casual attire and creative fare. Millennials are innovators and change agents. Being static goes against their DNA. They will not stick around if you are not innovating.
It is essential for organizations to be receptive to millennials at all levels, and implement changes to their organisational cultures to include them. Organisations may consider putting together either an ad hoc committee or task force on millennial engagement.
Your organization can benefit greatly from this unique generation that cares deeply about social change and doing good. Half the workforce will be comprised of millennials by 2020. Organizations that adopt cultural changes and welcome them early and earnestly have much to gain.

Ref : https://www.peoplematters.in/article/2015/12/09/culture/organisations-need-stay-relevant-millennials/12625?utm_source=peoplematters&utm_medium=interstitial&utm_campaign=learnings-of-the-day