Cómo seducir a los Millenials

Un estudio de Deloite muestra como la generación sub 30 tiene una visión innovadora respecto a las relaciones y a los negocios, muy diferente a las prácticas tradicionales de otras generaciones. El desafío de detectar sus comportamientos. Recientemente la firma Deloitte recogió, como todos los años, opiniones de más de […]

Un estudio de Deloite muestra como la generación sub 30 tiene una visión innovadora respecto a las relaciones y a los negocios, muy diferente a las prácticas tradicionales de otras generaciones. El desafío de detectar sus comportamientos.

Recientemente la firma Deloitte recogió, como todos los años, opiniones de más de 7.800 millennials de 29 países, nacidos después de 1982, con un título universitario, que trabajan en empresas privadas con más de 100 empleados. Los resultados fueron sorprendentes y muy interesantes:


Consideran que las organizaciones están impactando de manera exitosa la creación de riqueza, pero están siendo menos efectivas en mejorar el bienestar de la gente o en proporcionar beneficios a la sociedad.

Además, tienen una visión diferente acerca de cómo deben trabajar los equipos de líderes. La generación más joven está alineada con la prioridad de sus líderes en cuanto a “asegurar el futuro de la organización en el largo plazo.” Sin embargo, más allá de esto, ponen mayor énfasis en el bienestar de los empleados y en el crecimiento y desarrollo.

Habilidades gerenciales

A diferencia de los directivos actuales, los millenials dan una prioridad a otras habilidades. Los rasgos de personalidad de quienes son identificados como verdaderos líderes por parte de la Generación del Milenio incluyen:

  • Pensamiento estratégico (39%)
  • Ser fuente de inspiración (37%)
  • Fuertes habilidades interpersonales (34%)
  • Visión (31%)
  • Pasión y entusiasmo (30%)
  • Toma de decisiones (30%).

Crecimiento profesional

Independientemente del género o de la geografía, sólo el 28% de los Millennials sienten que sus actuales empleadores aprovechan al 100% las habilidades que tienen para ofrecer. Esto deja una clara observación sobre la habilidad que tienen las organizaciones para entrenar y desarrollar a la gente joven que no manifestó mucha confianza en sus habilidades al momento de graduarse.

Es claro que las organizaciones que tengan como empleados a esta generación deberán encontrar una forma de ayudarlos a crecer profesionalmente y así retener a potenciales talentos.

Esto está relacionado con otra cifra: los millenials consideran que dos tercios de las habilidades requeridas para satisfacer las necesidades de la organización, las han adquirido en sus cargos actuales. Esto significa que las organizaciones necesitan invertir mucho dinero en entrenamiento y desarrollo, para que sus empleados más jóvenes puedan hacer contribuciones significativas a los objetivos organizacionales.


Esta encuesta sugiere que los Millennials que se mantienen “conectados ”, usando con frecuencia redes y herramientas sociales dentro de su contexto laboral y personal, sienten que las organizaciones tienen un mayor impacto en la sociedad, y que el propósito del negocio es “mejorar la sociedad y proteger el medio ambiente”.

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Cómo seducir a los Millenials

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