VAA Spring/Summer 2020

14 SPRING/SUMMER 2020 opportunities for multitasking and feedback, which aligns well with a company that has developed some sense for techno- logical influence. “Millennials are first- generation digital natives who feel at home on the Internet,” stated the guide How Millennials Want to Work and Live . The potential for a work-life balance is an important factor for this new generation of employees. The possibility of a flexible work schedule or the ability to work from home is highly sought after by millennials. The ability to have a flexible schedule in itself can boost morale and increase job satisfaction. I have friends that have heavy family obligations and some that have other passions they wish to pursue, and a work-life balance is crucial to both. I currently work with my school’s recreation center, where I oversee the use of the equipment. Our direct supervisor allows us to come in at the beginning of the semester and request work hours based on our schedule and lifestyle, which in turn allows us to excel in school and other job opportunities. Consequently, the potential for better work-life balance increases tremendously. Companies are beginning to grasp the element of increased morale and engage- ment after implementing a flexible schedule. Employees are immediately happier and more fulfilled, which in turn makes a more productive employee. An even balance between work-life can increase both employee and company value. △ continued from page 10 WOULD I WORK FOR YOU? People of my generation are generally thought to have different styles and expectations for communication, which both influence team and organization performance. Unlike some of my col- leagues, I enjoy a traditional style work- life where I can work in my own office and receive regular feedback rather than “fun” office perks, but with the opportunity to work with others when necessary. Areas that employers may have to refine their focus on as it relates to millennial employ- ees are their family-friendliness, social impact, and different benefits that match employee values. Employers are beginning to find that they may have to adapt their policies and procedures to take advantage of the skills offered by millennials and avoid problems within the organization. As I continue to search for a career after graduation, I look forward to working with leaders and organizations that pay attention to and recognize their workers’ efforts that help to keep all employees engaged. This, in turn, provides employees the satisfaction of realizing the value they bring to the company. The message to employers wanting to engage and retain this growing generation in the workforce is: invest in us, help us keep our skills current, and in return, we will stick with you and use our best ability to work harder and smarter for you. The potential for a work-life balance is an important factor for this new generation of employees. The possibility of a flexible work schedule or the ability to work from home is highly sought after by millennials. The ability to have a flexible schedule in itself can boost morale and increase job satisfaction.