As Millennials are one of the biggest generations, discovering new and exciting methods to attract this generation is essential. It is estimated that Millennials represent 36 percent of the workforce in 2016, and by 2030, that percentage is going to increase to 75 percent. Besides, millennials aren’t your typical generation. They do not fear bringing in a new perception of what office life is like and how the perceived nature of relationships between employers and employees should be. Organizations must be willing and ready to adapt new methods for motivating, managing, hiring and retaining millennials. This generation is viewed as one of the most influential populations in our market today. They work hard when they feel fulfilled by their work, they are team players, and feel the need to be connected with others in their community. The truth is, methods that worked on previous generations probably won’t work on the millennials. That being said, here are some tips on how to recruit and retain Millennials:
Expand their knowledge
Millennials are one of the most highly educated age groups in America, and they want to keep it that way. The education doesn’t stop for them once they have completed their degree. They thrive to learn and better develop when they enter the workforce. Development programs and ongoing training can help this generation feel valued and important, and in turn, lead them to take the initiative and innovate in ways older generations can’t. Bosses who go that extra mile to invest in their personal growth will have a stronger relationship with the millennials. Also, millennials embrace a strong entrepreneurial mindset and are often on the lookout for opportunities that allow them to move up the ladder. They may hop from job to job, but that’s only because they want a career in a higher position. With the infinite amount of resources they have, millennials have grown up in an era where they are efficient problem solvers and critical thinkers. They do not want to be slowed down.
Millennials want to work with you
Millennials are tremendous team players as they are the most collaborative and inclusive generation to date. They want to work with you, not work for you. Incorporating an environment that aligns with the participation economy will be your biggest opportunity to create an organization where Millennials not only want to work, but seek out as a top professional career.
Millennials differs from older generations regarding rewards and instant gratification. Millennials prefer to seek employment where their ideas are considered and appreciated. They highly value feedback and emphasis on connectedness and communication as an appreciation of work well done. Having an open feedback program intact can significantly improve the long haul of millennials.
Balance or democracy? Or both?
It’s safe to say Millennials have inspired a new wave of consumer democracy in our market today. For example, take a look at Airbnb, GoPro, and Uber. These companies are built on the idea of consumer equality regarding accessibility and shared consciousness. There’s no reason why millennials wouldn’t want these principles in the workforce. Many perceive millennials as lazy. They want more benefits and less time wasted on commuting when working 40 hours a week. According to the Pew Research Center, 63% of millennials want to work from home occasionally, and 66% would like to shift around their hours. However, this is not a result of laziness. Millennials rather based their performance on output rather than time spent on a project. By focusing on many hours rather than the quality of work, employers are setting a standard that can neither be beaten or lost. They don’t mind putting in those extra hours to complete a project, but, they do not want to sit around the office until 5pm when they finished their work two hours ago.
By being one of the largest generations, the millennials are pouring into the market every day. There’s a lot of negative stigma towards Millennials, such as they’re lazy, they’re job hoppers, they require a trophy for their hard work, and they’re addicted to technology. However, this may not necessarily be the case. Millennials are unique and differ on various levels between other generations. They think and act differently, and recruiters must be aware that previous tactics that worked before may not necessarily work on this generation. In order to recruit and retain the best talent, organizations must be willing to alter their strategy, while fulfilling the Millennials needs.
Opinions expressed in this article are those of the author and not of The HR Gazette or its team members.