Towards the Engagement of Millennial Employees
What Millennials Want
With every passing year, more and more Millennials (persons born between 1980 and 2000) are joining the work force, representing around a quarter of the world population with high technology and social media skills. Undoubtedly, this “hyperconnected and digital native generation” grew up on personal computers, cell phones, video games; and the last decade with tablets, smartphones and apps constantly consuming a massive amount of information!
As businesses enter 2019, there is a fundamental shift in the global workforce: Millennials become the majority employees, reaching up to 50%. This means that employers today will have to consider new workplaces practices to attract Millennials to positions, meet their needs and keep them engaged on the job.
The rapid social, technological and geopolitical changes of the past decades have had an impact on millennials. Although they are struggling unprecedented challenges to get hired such as AI job screening, rapid growth in technology, inflation in education system etc, according to Deloitte’s survey on 10,455 millennials born between 1983 and 1994 from 36 countries; they tend to leave their jobs within 2 years.
You might wonder why? Here are the top 4 reasons explaining this trend.
Top 4 Reasons Why Millennials Quit
1- Meaningless Work
Millennials are willing to work for a business that improves society. “Money does not buy commitment among Millennials”. Therefore, the companies need to extend their agenda beyond profits to their positive and impactful contribution to society.
Moreover, they also have to start focusing on diversity, inclusion and flexibility issues to earn the loyalty of millennial workers. This workforce is redefining the value of a position based on its meaning and purpose above the income it provides. For that reason, it is important for companies to distinguish not only their products, but also their company, as having a meaningful impact.
2- Technological Lag
For this generation technology simplifies activities. In fact, the millennial workers will use whatever application or device they think will maximize productivity and efficiency to ease their job responsibilities regardless of company policy.
In order to attract them, managers should keep up with latest technology solutions available to them which means that the companies have to continuously learn about new technologies.
3- Work Disengagement
Millennials want to be involved in the decision-making processes, and most believe they are capable enough by their late 20s. By involving young employees in management decisions and taking into account their feedback, they will feel valued and included.
According to Psychologist Daniel Pink, people are driven by autonomy, mastery, and purpose when they are given something they have control over. Having a sense of autonomy also increases accountability for that decision. An employee who is autonomous and accountable has better changes of feeling engaged at work.
4- Lack of Growth
This workforce also desires to grow personally and professionally within an organization. While promotions can be an incentive, it is not the only way to encourage personal development.
A study found that 26% of Millennial participants would leave a position if it did not offer a chance to move up the ladder. Unlike the generations before them, the Millennial workforce expects to advance faster, and values tangible results over job mandate.
Companies can address it by developing a system where there are more opportunities for these young workers to evolve.
7 Ways to Help Millennials Stay
Besides a good work environment, there are some other key tools to make the Millennials want to stay:
- Ease access and foster collaboration with superiors
- Set up social activities to connect with co-workers such as after work parties, ice cream socials or one-dish lunches.
- Make available free healthy lunch options on the spot. Being cared for creates a feel-good environment.
- Offer subsidized fitness programs: Millennials want their employer to be involved in their work-life balance.
- Propose flexible schedules: some studies show that flexibility is more important to Millennials than a raise or promotion.
- Get a mentoring buddy who will accompany the newly recruited Millennial and be their go-to person during the first few weeks.
- Develop innovative trainings: create online simulations, real-life case studies, scenarios, and gamified training sessions to foster young learners to pick up new skills. Build innovative learning and development programs through new technology means and social media-driven approach to boost engagement.
For more information on how to design an engaging training program, visit our website: www.trainingimpact.biz