Let me start off this post by letting you know that I am a millennial. I know I am not the easiest person to work with, in fact, I can be challenging to some of my colleagues. The thing is, I don’t accept the status quo and I will always strive to do better. I challenge the old way of working if I believe that there is a smarter way of doing things and increasing efficiencies.

Some call our generation lazy as we are reluctant to do the same things over and over again. But, if it can be done smarter, then why shouldn’t we? We are impatient and we want to have purpose and impact in an organization. So as you can imagine, management can find millennials very demanding and can find it difficult to engage them in a way that brings out their potential.

That being said, Millennials will be the catalyst for change in the construction industry. Millennials are committed, especially if they are being heard and included in the decision-making process. They want to move up in the organization, but they are not blindly loyal, and they won’t stay at all costs. The older generation values job security much more than millennials. Millennials look at how they can improve within the organization and can add value to their skillset. If they cannot see a future within their reach, then in many cases this can trigger a change in the workplace. Therefore, it is of the utmost importance to have a strong culture, to support their agility, and understand their key drivers to continue to engage and retain them.

This blog originally appeared on www.geniebelt.com. Follow this link to continue reading.