What Do Millennial's Want? Bridging the Gap Between Millennial's and HR Leaders
Employees jumping up from one company to another is a costly affair. And this has become a commonplace phenomenon. According to a Gallup survey, 21% of millennial employees switched jobs in 2018. In the same survey 6 out of 10 employees have said that they are looking forward to better opportunities.
Technology has uplifted Millennials many rungs up on the expectations ladder. They think different and they expect so much more than their previous generations. While many on the critic side see this as a spoilt group, others see untapped potential that can no longer be enticed with our previous redundant ways.
But, if we look closely, are millennials so different than their predecessors? After all, for ages, we all have been ticking job satisfaction as one of our topmost priorities in employment. Millennials ask job satisfaction too. So what’s different now? Knowledgeable men have always pointed out to division of complex concepts into understandable bits.
Let’s try to see what that millennials really want and how it is possible for us to meet those expectations:
Priority 1: A positive culture:
Millennials in the workplace detest authoritative ways. Negative pressure to deliver results never works in the long term. On the outset, it may appear that unhealthy competition among team members and undue pressure to perform work but in the long term they only create stress and health issues. Moreover, disengaged employees are more likely to quit their jobs. Millennials more so.
Priority 2: Diversity
Millennials are hungry for exposure and experience and flexibility adds an exotic flavor to their cherished job recipe. Help them discover where they fit in your scheme of works. Put them on job rotation. Engagement is the key. Let them know that you are invested in their growth.
Priority 3: Collaboration
A study conducted by Cone Communications says that 82% of millennials in the workplace are invested in social causes. If you can link their work with a greater meaning, then you would be able to engage them better. Encourage them to give inputs in work and listen to their inputs carefully. Great ideas can come to anyone, anywhere.
Priority 4: Give and show them the possibilities
Understand the kind of skills that your millennial employees possess. Try to put those skills to use. Millennials want to grow in their skills. Mentor them. Personal interaction and genuine feedback help build a bond with them. Companies like Deloitte have made mentorship for compulsory for their senior members.
Priority 5: Flexibility
Freelancing has grown in popularity over the last few years. But still, many millennials prefer perks and stability of full-time jobs over freelancing. The best employers are combining the best of both worlds i.e. flexible and remote working.
When it comes to millennials compensation can only get you so far. It is important that we bridge this priorities gap that exists between the Millennials and HR leaders. Add value to your employment proposition and give them flexibility, meaning, positive culture, collaboration and diversity and see them grow along with you. Because the basics of human engagement remain the same be it any generation. Millennials bring exposure and drive with them and the smartest of employers are using them to their advantage.
Originally published at https://www.hr.com.
