Workplaces are seeing generation tides, Millennials are a big part of the workforce now and with each new generation adapting to changes are necessary. Just how well is your company adapting to fit the Millennial generation into your workplace? Let’s look at the current statistics to help you evaluate your company’s current methods, how to adapt with Millennials and inspire them:
Only 40% of Millennials feel strongly connected to their company’s mission and 60% are open to a different job. Staggering 29% are engaged at work.
What these statistics show is insufficient workplace culture and current way of obtaining talented Millennials. It’s vital to understand who they are and what they want, they make up 38% of the U.S. workforce. Simply, desires and expectation are not being met today.
67% of Millennials will be engaged at work if they strongly agree the mission or purpose of their company makes them feel their job is important.
87% say development is important in a job. And if 29% of the Millennials are engaged at work, just what is missing in today’s workplace?
While Millennials are known as job-hopping generation. How do you inspire or keep your talented Millennial employee? There are few ways to hire, inspire, and keep your Millennial.
Step 1 The hiring process:
Every recruiter or hiring manager will ask this interview question, “Where do you see yourself in the next 3-5 years?”. Asking a Millennial this question is probably the hardest question they are going to answer. Millennial will jump ship if their employer lacks opportunities for them. Millennials are born as opportunity seekers, every hiring manager must set opportunities and help each millennial understand that opportunity.
Set expectations and lay out the opportunities before hiring a Millennial, and make sure to deliver those opportunities.
Provide staff with bi-annual milestones to reach long term goals. Remind them of where they are currently and help them develop to reach those opportunities. Millenials and Generation Z expect fast returns on investment. In the real world, that doesn’t happen often. Remind them of the steps they are taking to reach the mountain.
By setting those milestones, your staff will understand the tasks at hand and fulfill their goals. You can also celebrate each milestone achieved by using a recognition program to help them see and feel instant gratification and a sense of achievement.
Step 2 Feedback is important, but how:
19% of Millennial say they receive routine feedback. Millennials want feedback but won’t ask for it. We need to discuss the importance of transparency and opportunities. Millennials won’t ask for feedback simply because they have high expectations and are overachievers. They are constantly sprinting for results and the current way for a company providing feedback is too long of a process, it’s not helpful and a waste of time. Your company can perform one on one feedback or with the whole group to help encourage each other to grow and be transparent with one another.
Unhappiness can still arise. When setting each milestone, you must ask for their evaluation, try to understand from their perspective and show them empathy. Communication with a Millennial is vital; otherwise, how do they know if they are doing a good job, or understand your perspective and or see themselves moving forward? While feedback is important, emphasize where they are currently and how you can help them get to the next level. Providing short and instant feedback is crucial is today’s landscape.
If your company is currently using the S.B.I (Situation, Behavior, Impact) model to provide your employee’s feedback, you are on the right track. This element of engagement and performance might be one of the greatest missed opportunities for leaders and managers. If your company does not have several opportunities for your employees, you can implement a Recognition and Rewards program with a company like Recognize.
Creating a nomination badge
Recognition programs are a way to reach out to Millennials. It provides instant recognition and gratification. They can comb through their level of achievements instead of printed awards and certification. Instead of communicating your feedback via words, why not create badges? Encourage feedback, think Twitter, likes, short and relevant actions for your Millennials. Personalize recognition campaigns by asking your Millennial employees to come up with badges and awards, which can provide a sense of ownership and help boost productivity. Be transparent and ask them for their opinions and ideas. Recognition can be display at your office with kiosk mode, where your employees can see their achievement. Encourage each other to participate, create friendly competition, and compliment your Millennials hard work.
Step 3: Workplace Culture
Millennials are entrepreneurial. Maximizing these “intrepreneurs” who have a strong desire for achievement and who sets high standards and expectation for themselves and those around them. They will also look up to leadership for inspiration and motivation. Millennials want a manager whose ethical, fair, values transparency, and dependability. They want a boss who cares about their development and exercises their strength daily at work. It’s not just about 40+ hour work week and a consistent paycheck. It’s about how they can contribute and grow within the company.
How are you developing your employee’s skills? Are they learning or is it a mandatory checklist? Truly engage with your Millennials, you must provide a better education and learning system that will challenge them. It’s about being relevant and being practical. How can they use what they’ve learned now and in the future?
To evaluate your company’s culture, here are four questions you should consider. This goes for all generation and from the book The Human Capital Edge, by Ira Kay wrote,
- Is this a winning organization I can be proud of?
- Can I maximize my performance on the job?
- Are people treated well economically and inter personally?
- Is the work itself fulfilling and enjoyable?
Helping Millennials understand these questions can help them visually see where they will be within those 2-5 years. What is your company’s goal for your Millennial employees? What recognition and rewards are you providing your current employees and how well is it being received? Create a winning culture environment that your employees can be proud of, and your company will acquire and retain talented Millennials. Your office will become a workplace where they feel inspired and motivated to stay and grow.