A Changing Workforce
There’s always a difference between the mindset and work habits of different generations. At many companies, Baby Boomers are in leadership roles and seeking to attract, hire and manage millennials, a population segment with vastly different work habits and expectations. Attracting top millennial professionals starts with understanding what motivates them.
Millennials By the Numbers
A person who became a young adult during the 21st century is a Millennial. Most researchers say this group was born between the early 1980s and the early 2000s, with some demographers arguing for a little earlier or later. The oldest Millennials are in their late 30s, while the youngest are still teenagers.
Pew Research found Millennials became the largest generation in America’s workforce in 2016. Last year there were 56 million of them looking for a job or actively employed. By 2020, they will make up half the country’s workforce and 75 percent in 2025.
What Millennials Want
Attract top Millennial talent by first understanding what they want. Deloitte questioned more than 10,000 individuals in 32 countries to generate their seventh annual report on Millennial business motivation, ethics, workplace optimism and concerns.
They found diversity and flexibility are the key to attracting loyal millennials.
While Millennials recognize profits are necessary, they don’t think that should be an organization’s main goal. They feel corporations should put a premium on the following:
- Changing society for the good
- Protecting the environment
- Creating jobs that improve people’s lives
- Stimulating both diversity and inclusion at work
- Encouraging innovation
Millennials want to work where they can grow and have a future. Ninety-one percent of them say they want rapid career progression. They expect employers to have clear policies on how to earn bonuses, raises and promotions.
In the Deloitte study, two-thirds of Millennials say they will probably have left their current employer by 2020. Many of them cite poor leadership development as their reason for leaving.
Millennials grew up with technology, and they want to use it at work. They embrace Industry 4.0, which uses big data, powerful analytics, automation and the Internet of Things.
They also want training. Only 36 percent say they feel their organization is helping them prepare for technology of the future. They also want help developing soft skills like confidence, critical thinking and creativity.
Benefits to Attract Top Millennials
Employers compete for highly qualified candidates in every age group. Attract Millennials when you offer these benefits.
- Career development – Provide training programs and team building opportunities. Offer skill-specific training, but also provide opportunities to develop interpersonal skills, critical thinking, creativity and responsible online behavior.
- Positive social interaction – Younger employees want to interact. Encourage a monthly brown bag lunch to mix departments and management levels. Volunteer together, have a summer cook-off or send teams to one of the area’s escape rooms. Put Millennials in charge of planning.
- Flexible scheduling – Instead of sick or vacation time, offer flex time employees can use as needed. You can still require employees to work traditional hours and request schedule changes, but provide them with a set number of hours to “spend” as they please. Other flexible scheduling options include a compressed work week, split shifts or scheduling that allows employees to complete work on nights and weekends.
- Emotional and physical health support – Show employees you care with subsidized gym memberships, group participation in East Texas cycling and running events and free mental health support.
Keeping Your Best Millennial Employees
Going back to the Deloitte study, two thirds of all Millennials say they’ll probably quit their current job by 2020 and one in four says they plan to quit this year. Mentally tally how many people work for you who are younger than 40. What if a quarter of them quit?
You lose everything you invested in recruiting, onboarding and training them. You have to start over, and it will take time before their replacement finds their stride within your organization.
Millennials Leave for Better Opportunities
A Forbes article says often Millennials leave even when they like their job because they were offered a better opportunity. Keep that from happening by giving them opportunities to grow and advance within your company. Spell out what it takes to get a raise so they know when they can expect increased pay.
Sometimes Relocation is the Issue
People of every generation relocate when their spouse has a job change or a family member needs long-term care. If it’s mutually beneficial, offer telecommuting to keep employees who transfer to another area.
Millennials Quit to Learn New Skills
Sometimes members of this group feel dissatisfied with their current career path and think they can’t advance without more formal education. Consider offering scholarships for employees who want schooling to advance their careers, but also provide training and opportunity inside the workplace.
Hire the Best East Texas Employees
Brelsford Personnel provides East Texas employers with professional, top-performing employees. We’ll find the right fit for your job vacancy, and we tailor our services to fit both your needs and budget. Get in touch to hire the best East Texas employees every time.
Content by Missy for Brelsford Personnel