Millennials are individuals born between 1981 to 1996. They are also known as Generation Y. Millennials are the current workforce. They are responsible for driving your organisation’s agenda. 43% of Millennials expect and are more likely to change their current job in 2 years or less (Deloitte 2018) and are therefore not likely to be as committed to the long-term journey of their employer as much as generations before them. To ensure they are performing efficiently and are committed to your organisation, job satisfaction is key but Millennials and the Generation Z (individuals born between 1997 to 2015) generally perceive this differently.
What can you do?
- Create an inclusive workplace:
An inclusive working environment can be created by embracing generational differences and encouraging collaboration. Generation X (individuals born between 1960 to 1980) and Generation Y need to cooperate. Teamwork allows both generations to benefit from each other’s knowledge. Generation X typically have more practical knowledge and experience, they can impart their wisdom onto the enthusiastic learner that is the Millennial. Millennials tend to be fond of teamwork and such an activity is likely to be perceived positively
Management should be prepared to nurture millennials. This generation were often raised with a supportive parenting style which provided them with reinforcement in the form of compliments. This relationship style with parents often translates into how they interact with their supervisor. Millennials as employees require guidance and support.
- Provide remote work:
Millennials seek freedom (Forbes 2018). They like to be able to work with autonomy with access to support. With 13.7% of the UK work force working remotely (The Independent 2019), many organisations are adopting this method of working. Millennials frequently use technological methods of communicating. The use of mobile phones, laptops and tablets comes as second nature to millennials. They are the generation that has grown up with smart devices. Technology can also allow for information to be shared in real time and with multiple people at the same time. The use of drive cloud programs (such as google drive and drop box) can facilitate access to and the sharing of information and knowledge easily and quickly. Due to the generation’s technological abilities any training requirements in this area are likely to be minimal
- Listen to your Employees:
Give your employees a voice in strategic design. The more they feel they are part of the decision making process the more likely they are to support the organisation. Purpose and self-identity is often attributed to the job a person has, by this generation. When employees feel as though the work they are doing, the organisational culture and the values of the company are not aligned with them as an individual, they are more likely to distance themselves from the organisation. This distancing can be in the form of resigning, not applying for internal vacancies or not being fully engaged.
- Create opportunities for progression:
Career Progression was found to be the most important factor that keeps millennials engaged in their work. Robert Walter (2019) found 91% of millennials want rapid career progression. During the recruitment process, it is important that employers provide the potential employees with examples within the organisation to demonstrate progression and discuss their processes to support this (Robert Walters 2019). These strategies need to be established and presented to the current and prospective employees. Strategies should be aimed at providing employees with knowledge and skills which will enable them to be promoted. This will make employees feel committed to the organisation, increase engagement and increase retention.
- Recognise Achievements:
Millennials are motivated by recognition, interaction and comfort. Employees value more than just a salary. Capable individuals are aware that they can be paid a salary by another organisation for the work they do. One of the best ways to capture the attention of talented individuals is to offer more than a signed cheque. 89% of millennials prefer perks and benefits over a pay raise (Forbes 2019) such as time off, a company car, occasional free lunch, travel compensation, discounts and shares.
These five elements will help create an engaged workforce and a working environment to attract and retain your millennial employees.
If you would like further guidance or support on this matter or require advice on other people management matters please contact Clover HR on 0121 516 0299 or email us at firstname.lastname@example.org
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