Like it or not, millennials will soon be taking over the events workplace. A growing number of event management courses on offer (116 for the 2015/16 academic year), and the draw of late nights and glamorous parties, make the industry a beacon for young, creative people. Agencies, brands, suppliers and venues all know what they want from this generation - but what do they, in turn, want from their employers?
Despite approximately 7,500 students studying for event management degrees each year, millennials crave extra training in the workplace. Elis Moormaa is studying events management at Bournemouth University. "I feel training is extremely valuable and needed no matter what level you are at in your career," she says. "You can only gain from training, so why stop?"
Anastasia Woodward, graduate of arts and event management at Arts University Bournemouth, says training on the job should be a constant feature of any career in events. "No amount of education can prepare you for situations you'll face in your job," she says. "Every day is a learning curve."
Company loyalty
If you keep them happy, it is likely that the millennial crowd will want to stick with your business, despite the common notion that younger workers are not as loyal as the generation before them. Event management students and graduates are overwhelmingly against moving between jobs in quick succession. "I would rather build foundations, experience and trust," says Kat Emmins, who works as a project manager at agency Ivory Worldwide after graduating with an event management degree from Greenwich University in 2012. "This is a competitive industry, so for me it makes more sense to stay in one great company, prove myself and work hard to climb the ladder."
"The idea of 'job hopping' is horrifying," agrees Woodward.
"If the time comes when I feel like I'd like to progress further, I hope I will be lucky enough to do so within the same workplace."
When it comes to added job benefits, the industry's next generation are surprisingly undemanding. Hayley Economou, a student of event management at the University of Gloucestershire, says: "I see work travel as a luxury, and I would never expect an employer to offer sabbaticals or working from home."
While University of Huddersfield student Donatas Starkus can see the positives of flexible benefits, he too realises it is not always possible. "Travelling allows a person to gather new ideas, while sabbaticals would bring time for personal development and flexi-time is essential for work/life balance. But I think it depends on the employer's internal capabilities - I do not expect it."
Simply put, millennials want an employer that will look after them. "My perfect employer would need to be a people person.
So many managers forget about their biggest work asset - their staff," says Lisa Williamson, a recent event management graduate from the University of Chichester.
Transparency, firm processes, knowledge sharing and fairness are all sought-after qualities in an employer, as is the ability to dish out responsibility. "I'd like to work for someone who trusts my judgement, enabling me to progress," says Economou. "An employer proving how much they value your abilities will build your confidence and make you more successful in your career."
THE CHECKLIST
Get millennial ready
Daria Taylor, co-founder of millennial engagement consultancy Talented Heads, tells Event how to prepare for the next generation
1. Add website content about what it's like to work in your company - millennials love learning 'what to expect' before applying for a role.
2. Encourage transparency. Award promotions based on capability and achievement rather than 'time in the seat'.
3. Embrace collaboration. Millennials always want to make a positive contribution to their organisation, so give them the channels to do this.
4. Allow some flexible working. This makes a big difference to millennial job satisfaction.
5. Keep the lines of communication open: millennials want to discuss feedback with you regularly. A quarterly review isn't enough - talk to them at least weekly about their performance.
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