Qualithoughts by: Arlet Villanueva, People4People, Former Business Development Executive

A significant number of today’s workforce are either millennials or non-millennials who are trying to adapt to trends brought about by the millennials. Millenials are people born from 1980 to early 2000. As children, they were taught that they can do anything, and that they deserve only the best. Such upbringing resulted in millennial employees who value freedom, empowerment, and sense of fulfillment.

The traditional school of thought which treats employees as expendable cogs is not well grounded anymore. Now more than ever, companies have to challenge the conventions in dealing with its employees – especially if they want to attract, retain, and utilize the modern employee. Below are some of the points Jacob Morgan (2014) explained in his new book, The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization.

From Focused on Knowledge to Focused on Adaptive Learning

Back then, getting information means researching in a library or reading tons of books and newspapers on a regular basis. But because of the internet, knowledge is no longer such a priced and difficult commodity to come by. Hence, it is now more important for someone to be able to adapt to varied situations and information, rather than to know plenty of information alone.

From Bounded Work Culture to Flexible Work Culture

In the past, most employees are used to being in the office from 9 to 5. The modern employees refuse such and want as much freedom in their lives as possible. They want to be evaluated based on what they produce rather than the number of hours they stay in the office. Additionally, they prefer being able to work anywhere, anytime, using any device or channels they can to get results.

From Climb the Corporate Ladder to Create Your Own Ladder

Climb the corporate ladder was a popular and widely accepted advice in the past. Getting a job, getting promoted, and getting tenured were some of the career goals that the Baby Boomers and Generation X had. Now, although tenure and company stability are still important for the millennials, they are putting more weight on finding meaning and sense of fulfillment in everything they do. If they cannot find it by climbing the corporate ladder, then they will try to create their own ladder, or look for avenues where they can achieve such. With the advent of collaboration platforms, and freelancer channels, doing so is not only possible, but also welcome.


The modern employees are knocking. Will you let them in? Can you keep them in?