As the workforce changes over the next five years, Millennials will represent 40% of the total working population . The methodologies and processes used to manage IT services today will not necessarily work tomorrow, and as managers and service providers we must evolve to accommodate the changing face of the workforce, as well as the IT delivery model.
One of the largest generational shifts that the workforce
is currently experiencing is that Millennials prefer not to be held to the traditional shift model and are drawn toward opportunities that promote a healthy work/life balance or integration and schedule flexibility – including the ability to work from home.
Intelligence group studies of Millennials found that:
- 64% of Millennials say it’s a priority for them to make the world a better place.
- 72% would like to be their own boss… But if they did work for a boss, 79% of them would want that boss to serve more as a coach or mentor.
- 88% prefer a collaborative work-culture rather than a competitive one.
- 74% want flexible work schedules.
- 88% want “work-life integration,” because work and life now blend together inextricably.
The challenge is a catch-22 for most IT departments. The end-users that fall into the Millennial age-range tend to expect 24x7x365 availability to support services to accommodate flexible work schedules and work-life integration. The workforce is shifting from scheduled based to task based; meaning Millennials do not want to be held to the traditional 9 to 5 model, but rather a task based model that holds them responsible for a deliverable, but not within the parameters of a traditional work schedule. Add in the desire to work anytime anywhere, as well as the interconnectivity and globalization of today’s business markets, and it’s not uncommon for employees to be working non-traditional and sometimes seemingly random hours throughout the day and night. Because of this, most IT departments are challenged as their workforce is increasingly made up of Millennials expecting the same flexibility and work-life integration.
How does the modern IT department address these changes? There are a few approaches but fundamentally your start with recruiting and finding the right people. Employees need to be willing to work as a team, take ownership of their individual projects, and contribute to the overall mission and goals of the department. IT departments tend to focus on skill sets rather than personality traits such as dynamics, character, and capacity. When all things are equal, however, a successful employee will exhibit strong social attributes.
Companies should also work to ensure that their employees are on a path of success. Putting people in the wrong position or not providing a growth path will lead to unhappy employees and a high turnover rate. A perfect example of this would be regularly assigning desktop support tickets to a system administrator – eventually, this individual may feel as though they aren’t being challenged enough and they may seek employment elsewhere. Mentoring and coaching is also critical to employee satisfaction and retention, and is time well spent. Millennials tend to respond well to leaders who will facilitate, rather than dictate, and who emphasize collaborative management versus directive management. Again, Millennials want to feel that they are part of the process and their input is important and counts.
Once your organization has hired the right people how do you integrate them into a rapidly changing deliver model? Start by looking at the model itself and transforming it. As more and more services move to the cloud, there is an opportunity to shift the delivery model to ITaaS (information technology as a service). This model shifts the focus from onsite services to cloud based services which results in increased up time, better overall performance, and less backend support, thereby allowing IT departments to focus on the end-user versus the infrastructure systems. ITaaS models also allow support staff to be flexible and remote, which is top on the list of what Millennials are looking for. By design this model reduces not only the advanced skill level required to maintain the backend infrastructure but the workforce itself (this also holds true for SaaS services; however, IaaS requires the same level of support and expertise).
There will, of course, be organizations that cannot transform their delivery model to align with Millennial expectations, for example an organization that provides outsourced IT as a Managed Service Provider (MSP). An MSP can replace or supplement and existing IT department with some services including on-call, after-hour support, as well as the technical expertise needed for backend support. As more and more companies move to a hybrid cloud solution, a hybrid staffing solution utilizing an MSP to supplement staffing, will allow for complete coverage solutions that provides Millennials with the opportunity to meet their expectations both from a staff and delivery model.
Key Take Always:
- Find the right person, fit is more important than skill set
- Be flexible with working hours and days, change from hour based to task based when possible
- Transform the delivery of service, moving to an ITaaS model whenever possible. This model fosters collaboration and terns an IT department into a provider of services
- Empower staff to make decisions, Millennials what the opportunity to lead and not just follow
- Mentor versus manage your employees
- Outsource to supplemental support services, this could be the high-level skills set or remote support