Please create a discussion response to the discussion post below. Minimum of 175 words.
Millennials post-pandemic
I think millennials would be more apt to stay with their current employment, especially because most of them were out of a job for a long time and some had to rely on public welfare to make ends meet during the pandemic. To finally be able to return to work and make their own money once again, most millennials will stay with their most current job, so that they do not have to learn new skills and can focus solely on getting back on their feet post-pandemic. This does not mean that a millennial will not eventually seek employment elsewhere, once they decide they are bored with their current job or seek higher pay, but I think this would take months to years after settling back from quarantining.
Millennials will be less likely to switch employers for higher wages after the pandemic
While it may be true that millennials are more likely to switch jobs for higher wages because they are dissatisfied with employment, there are other factors that come into play, like personal investment in their job and what sector they are currently working in (AbouAssi et al., 2019, p. 225). Gallup has reported that the number of millennials to switch jobs is three times the number of non-millennials (Adkins, 2021). However, because we are in a state of a pandemic, which had shut down a lot of businesses and left many people without a job, to be back at work is a huge sigh of relief to them. Thus, I think that the number of jobs hopping has and will decrease in the coming months. The reason for this is because it takes a lot of time to search for a new job, adapt to their new job description, and learn their new skills and job specifications, especially if it’s a different sector all together (Snell et al., 2015, p. 132). Finding a job is a daunting task, then having to adapt to a new workflow and go through a recruitment and selection process would not appeal to many millennials that were out of work for some time (Snell et al., 2015, p. 133). Just being able to earn their own income again is what millennials will focus most on, instead of finding a job with higher wages.
Millennials will leave their current employer once job dissatisfaction arises both pre- and post-pandemic
The authors of the study concluded that dissatisfaction and tenure are positively associated with leaving one’s current employer, while satisfaction with their job is negative associated (AbouAssi et al., 2019, p. 234). This may be because the employer or manager has failed to express appreciation and support, minimize unnecessary criticism, or failed to follow up with the employee’s goals are reasons that a millennial will feel dissatisfaction with their job when evaluating their performance (Snell et al., 2015, p. 330). If managers fail to focus or offer opportunities for advancement within the company, most millennials will be quick to leave and find new employment (AbouAssi et al., 2019, p. 222). This may be from boredom in their current situation and not being challenged mentally enough to want to stay. Millennials are more ready to leave than other generations because they feed from their own drive to do a job well done every day. If the work becomes mundane and monotonous than millennials will more likely seek a new employer, regardless of having to learn new job skills and specifications.
Millennials who volunteer are more likely to stay with their current employer or sector both pre- and post-pandemic
Millennials are committed to social causes and therefore, have a higher likelihood of volunteering (AbouAssi et al., 2019, p. 220). Thus, even if a job became mundane or the work was not stimulating, those millennials that volunteer for social causes will not leave their employers post-pandemic because they would feel bad to put the pressure on their employer to find a new replacement. Those millennials would understand the time and money needed to find and train a new employee. This is especially true if they worked for an organization that created a work-life climate, allowing paid time off to volunteer and balance their employees’ work and personal needs (Snell et al., 2015, p. 437). These employees would feel fulfilled at their current employment and would have no desire to start over at another company or sector.
Millennials and the Great Resignation movement
During quarantine, many, including millennials, had a lot of time to rethink their priorities during the pandemic, especially with the rise of working from home (Skolnik, 2021). By allowing millennials to work from home, they get to balance their social, family, and work life so much better and easier. They would be able to devote more time at home, even while working, because they would already be at home. Further, this allows millennials to find more free time to volunteer for their favorite social causes, thus appealing more to millennials to quit their 9-5 jobs and opt for remote work. Millennials are already known for being the generation to frequently job switch, per AbouAssi, so being part of the Great Resignation is not at all far-fetched.
AbouAssi, K., Johnson, J. M., Holt, S. B. (2019). Job Mobility Among Millennials: Do They Stay or Do They Go? Review of Public Personnel Administration 2021, Vol. 41 (2), 219-249. https://doi.org/10.1177%2F0734371X19874396
Adkins, A. (2021). Millennials: The Job-Hopping Generation. Gallup. https://www.gallup.com/workplace/231587/millennial…
Skolnik, J. (2021). From Striketober to the Great Resignation: Pandemic pushes worker to rise. Salon. https://www.msn.com/en-us/news/us/from-striketober…
Snell, S., Morris, S., Bohlander, G. W. (2015). Managing human resources (17th Edition). Cengage Learning.
