The millennial generation, born between 1980 and 2000 are now entering employment in vast numbers. How to attract and nurture these millennial workers is becoming a heated debate.
In a recent interview Simon Sinek, world renown author and motivational speaker, talks about how factors such as parenting, technology and environment have done the millennials and injustice, making them unable to form meaningful relationships and wanting immediate gratification without the need to work for it.
One thing we know for sure is that Millennials attitudes about work, knowledge of new technologies and expectations will shape the workplace for years to come.
So what can you do to help attract and retain the new workforce? Millennials are looking for more than just a job or a steady climb up the corporate ranks. They want to feel connected to an organisation, and know that they’re making a difference.
Here are 3 tips from some of the worlds experts for you to consider.
#1 – Leadership is the key. Simon Sinek believes that it’s leaders who need to find ways ‘to build their (millennials) confidence. To find ways to build the social skills they’re missing out on’. He goes on to say that no mobile phone should be allowed in meetings. That their mere existence in a meeting room allows people to be less social, and in turn unable to build trust and relationships.
#2 – Opportunity for progression matters. A key finding from a report from powerhouse PWC states that ‘Millennials are attracted to employers who can offer more than merely good pay.’ (Millennials at work). From a survey conducted in 2011, 52% of the millennials surveyed said that the ‘opportunity for progression’ made an employer an attractive prospect.
#3 – More frequent check-ins are the way to go. FutureCast President Jeff Fromm recently highlighted in an article published on Forbes.com that ‘69 percent of Millennials see their company’s review process as flawed. A major reason for this is because of the lack of feedback throughout the year. The survey also found that three out four Millennials feel in dark about their performance and nearly 90 percent would feel more confident if they had ongoing check-ins with their bosses.’
What are you doing to engage Millennials in your workplace? We’d love to hear you’re the strategies you’re employing in your organization to engage the next generation.
At Brook our first priority when considering candidates for a role is to assess the level of ‘fit’ between an organization and the individual applying for the role. We use a number of different techniques depending on the role, to get the best result possible. Our commitment doesn’t stop there. We follow-up with each of our candidates regularly within the first 3 months and offer a range of support to both the client and the new recruit.
Try Brook Recruitment and experience the difference.