The modern day millennial is impossible to live without, boasting strong views, a plethora of qualifications and a strong desire to change the world.

It’s the perfect epitome of a ‘love-hate’ relationship.

They can sometimes fall outside the box of what managers are used to tackling, but although stubborn and willful, the stats don’t lie—they’re impossibly valuable.

Fortunately for employers, statistics from PricewaterhouseCoopers (PwC) reveal that by 2020, half of the average workforce will be millennials.

‘A lean, mean selling machine’

Millennials are widely considered the most talented, intelligent, outgoing and most well-equipped generation to ever hit the workforce—according to Deloitte’s 2017 Millennial Survey  

Millennials have battled technology in a ‘Facebook-Instagram’ world, growing up with a world that seemingly always looks ‘perfect’ (thanks to hashtags and filters).

It’s a double-edged sword according to LinkedIn’s State of Sales report 2016—revealing social media as the top voted selling tool. To no surprise, millennials are 33 per cent more likely to use these tools than their older counterparts.

Millennials are also likely to use these skillsets and digital adoption to increase their untapped potential, particularly in sales. They’re able to use technology to flex and mould the landscape to suit their needs, allowing them to smash KPIs when others aren’t.

Perhaps the only feedback for millennial workforces is to learn to make friends with frustration, develop perseverance and realise not everything in life can be perfectly ‘filtered’. As a result, chasing KPIs becomes less of a chore and more of a thrill.

They don’t know what they want, but they also do

Any astute leader is likely to delegate a task to a millennial, only to find they may appear resistant or mismanaged.

Ask them what they want and the reply may be something like: “I would tell you what I want but I don’t know what that is.”

Oftentimes, millennials want purpose. They want to make an impact (whatever that means) and most of all they want a creative environment.

This environment in particular requires a ‘collaborative culture’—the cut-throat, ‘do or die’ corporate environments of the baby boomers just won’t cut it.

Consider introducing flexible work hours, and make it a habit of asking for the younger generations’ opinion. As part of their desire to make an impact, they want a voice and they want that voice to be heard. Also consider revamping your office layout to be open plan in nature, rather than those ugly cubicles.

A swipe above the rest

Millennials are genuine, intrinsic and creative. They’re blunter than a meat axe, but that only means they’ll deliver you the direct truth. They’re also likely to bring a fresh perspective to the table, offering you better strategies to reach younger generations.

They’re the most overqualified worker you’ve ever had. In fact,the Australian Bureau of Statistics estimates that nearly 70 per cent of the population between the ages of 18 and 24 are studying in higher education.

But even if they’re not qualified, millennials are a blank slate—moldable flexible, and inflexible at the same time, which is surprisingly effective to bring around new sales tactics.

By far the greatest quiver in the millennial bow is their aptitude with technology. Growing up as digital natives, promotion of businesses and adopting a successful digital strategy on social media channels is second nature.

A recent survey by Telfonica found 83 per cent of millennials believe their aptitude with technology will help their employment. And they’re not wrong.

The survey also revealed managers are seeking out millennials as they are not one dimensional, their aptitude with technology and often global life experience means they embody the ‘generalist’ rather than ‘specialist’.

Millennials will become the dominant workforce and leaders need to realise how to manage the ‘new breed’ right from the get-go.

Taking the bull by the horns

Millennials have two things that make their motor tick: their environment and leadership.

The Global Cassandra Report recently revealed 72 per cent of millennials would like to be their own boss. If they must work for someone else, 79 per cent would rather that boss to serve more as a coach or mentor.

Additionally, 88 per cent prefer the collaborative work culture, rather than a competitive one, and 74 per cent want flexible work schedules to suit their lifestyles.

Nearly every gen Y from the report voted for a greater ‘work-life integration,’ which isn’t the same as work-life balance—since work and life now blend together inextricably with the ability to be digital or ‘out of the office’.

All in all, the young guns are the force of the future and thanks to globalisation, an increase in online business, and a sales driven market. They’re here to stay, so it’s time to understand what makes them tick, and how to maximise their overwhelming amount of potential.

They don’t bite.

For more insights into business, recruitment and workforces, follow ZACK Group on LinkedIn.