Quotes from this article were published in the Event magazine in November 2014
There is a misconception that millennial employees need to be wrapped in cotton wool; they don’t, but they do require some targeted attention. Recognise that they have grown up in a world thriving on innovation and technological advancements. The term digital native shouldn’t be taken lightly; Millennials expect to be able to use technology to improve efficiency at work. For them, change is constant, and they will demand this from an employer.
Millennials have been shaped by the economic times in which they grew up. The technological revolution and the global financial crisis have shaped their abilities as well as their expectations. Millennials enter the workplace armed with an arsenal of digital skills, but it is up to the employer to harness these skills to reap their maximum potential. It’s important to recognise that Millennials are very digitally savvy, but they don’t always know how to apply the skills in a workplace – it may be your job to help facilitate this.
Millennials want to make a difference, and they want to feel like their role has a positive impact on the organisation and wider society, however small. Millennials frequently assert these desires in preference to higher wages. If you can facilitate this in your organisation, you will have happy millennials.
Get Millennial Ready Checklist:
1) Add content to your website about what it’s like to work in your company – millennials love learning ‘what to expect’ before applying for a role. They don’t buy traditional job ads and will want to know everything from how cool is your office to company culture.
2) Encourage transparency in your organisation. Award promotions based on capability and achievement rather than ‘time in the seat’.
3) Embrace and promote collaboration this will help create effective and satisfied teams wherein productivity is balanced with creativity if everyone is afforded the ability to participate in projects. Millennials want to make a positive contribution to their organisation, give them channels to do this. Don’t be closed off to ideas from even the most junior employees.
3) Allow some flexible working. This needn’t mean supporting working from home 5 days a week, but some flexibility makes a big difference to millennial job satisfaction.
5) Keep the lines of communication open: Millennials want feedback, and they want to discuss it with you regularly. A quarterly review isn’t often enough – talk to them weekly, if not more often, about their performance.