August 26, 2016 Comments Off on It May Take a Shifted Perspective to Retain Millennial Employees Views: 738 Connect Classroom

It May Take a Shifted Perspective to Retain Millennial Employees

To open this post, it’s important to first consider two points:

  • It’s impossible to generalize an entire generation, although “millennials” often get put in a box together and labeled as such
  • Many of these tips and truths can apply to employees of all ages, but the data that supports these findings was from Gen-Yers and how the generation’s upbringing has shaped their employment habits and desires

A Gallup study concluded that employees aged 20-36 are the least engaged in the workforce. While many would chalk that up to mean they are lazy and entitled, the research digs deeper to tell the story of how this generation has come to be and what their upbringing implies for the workplace.

As the largest generation in the workforce, at 40%, companies must understand such dynamics to better retain employees in this cohort.

Here are some insights from an article written by Mark C. Crowley (full article in red box below):

Background Story:

  • Work/Life Balance: Most millennials came home to empty houses where their parents 40-hour workweek consumed their lives. This led to a desire to “work to live, not live to work.”
  • Approval-Seeking: Some millennial parents over-scheduled their children’s activities, which in turn, conditioned them to seek approval from their elders.
  • Technological Connections: This is the first generation to grow up with a global digital network, which means that social media and job boards constantly barrage employed workers with what else is out there. Also, instant gratification is achievable digitally, but not always in the real world.

Gallup shared changes that managers can make to help motivate and retain millennial workers, including:

  • Purpose-driven work: It’s not about fun over work, it’s about knowing their work matters
  • Coach > Boss: Millennials want to own their failures and success and push themselves to do well, with a “coach” that can support those goals
  • Feedback-Seeking: Set routine check-ins rather than a yearly review to keep communication lines open to address both setbacks and victories
  • Position Workers to Their Strengths: the most fulfilled workers were four times more able to execute tasks that played to their strengths
  • Promote Growth: Keep employees in tune with where their headed and their opportunities to grow so that engagement remains high

Read More at LinkedIn

For comments, questions or concerns, please contact Daniella Soloway

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