Retain Talented Millennials by Empowering Them| July 7, 2015| Managers
According to a recent study conducted by PwC, millennials are expected to comprise half of the global workforce by 2020 and like generations before them, these men and women share an all-new set of workplace values and career expectations.
Millennials have been labeled as ‘entitled’ – expecting the red carpet to be rolled out for them the moment that diploma hits their hand. However, that label could also mean today’s emerging workforce is less loyal to their employer than baby boomers, who wanted a single job for life. Or Gen Xers who demonstrate loyalty in response to fair treatment.
Millennials are uniquely aware of their own value and the opportunities available in a flattening global job market. To retain talented millennials around, they need to be engaged with unique experiences, some degree of autonomy and consistent feedback.
Include and Invest in Your Millennials
Millennials have come of age as flat business structures and relaxed workplace atmospheres spread from Silicon Valley startups to the larger professional society.
Ensuring millennial employees feel included doesn’t mean inviting them out for craft beers after work. It means keeping them apprised of the general status of the business and their role in the company’s success – possibly through a corporate-wide newsletter or regular staff meetings.
Often citing a lack of professional development as a primary reason for leaving a job, millennials need to be empowered through training and opportunities to gain valuable professional experience.
Reassess the 9-to-5 Mentality
The nine-to-five, 40-hour workweek is deeply embedded in the American psyche. However, with the Internet facilitating business interactions that span time zones and oceans, the traditional workday is as old fashioned as an office smoking section.
Having grown up with the Internet, millennials deeply understand this reality and are joining the workforce expecting to be available “off hours,” while having some flexibility in their schedule. Reassess the positions at your company. Consider allowing employees to work remotely or flex their schedule, as long as they can deliver a high level of productivity.
When handing out greater degrees of autonomy, guard against employees becoming isolated. Maintain a sense of community within your company that includes those who don’t adhere to a traditional work schedule.
Identify Choice Opportunities
Even if a job doesn’t allow for a flexible work schedule, there are a number of alternatives that allow millennials to feel like they have options at the workplace. Give them a role in selecting personal protective equipment the job may require. Enlist them when it is time to choose new office furniture. Have them select menus choices for a company-wide event.
When management-only decisions are made, explain to your millennial workforce the reasons why certain options were chosen. This can have the effect on making them feel “in” on the decision-making process.
Provide Frequent Feedback
Millennials grew up at a time when parents were being encouraged to play a very active role in raising their children. Today, that parenting style has translated into millennials having expectations of ongoing feedback from their supervisors. Be sure to tell your millennial employees what they’re doing right, and what they’re doing wrong. They will feel empowered through your praise or tutelage.
At Long Island Temps we understand the unique nature of each generational workforce, and we work diligently with our clients to provide talent that suits their expectations. Contact us today so we can begin recruiting talented employees from any generation to suit your company’s hiring needs.