WORKFORCE DIVERSITY Create opportunities for social interac-
tion like Friday afternoon alcohol-free “happy hours,” scavenger hunts, and Nerf battles. Millennials put friends and life- style above work. They are getting married, having chil-
dren, and generally facing the “real world” later.
Learning and training opportunities
Provide tuition reimbursement and employee training. Baby Boomer parents raised them to
believe that education is the road to suc- cess.
Recruiting
Emphasize the ways that your compa- ny contributes to society. Almost 70% say that giving back and being civically engaged are their highest priorities.
On boarding Give them exposure to different parts
of the business, provide resources on the intranet for them to use at their own pace, and help them build relationships with current employees. Millennials want connections, check- points and mentoring.
Work ethic Millennials ask “what is my job” and
go about figuring out the best, fastest way to complete that task. Then they consider themselves done. “… when we (Baby Boomers) were
younger, you had a piano teacher who ex- pected you to practice your piano and work hard at it, and the parents expected it. Now, parents say, Have fun, learn the piano, and practice a little bit,” says WSJ columnist, Jeffrey Zaslow. Millennials have not been raised to look around and see what should be done next.
Boss relationships
Win their affection. Be careful not to cross the line from
26 PROFESSIONAL WOMAN’S MULTICULTURAL MAGAZINE CELEBRATING 11 YEARS OF DIVERSITY
“boss as advocate” to “boss as friend. Loyalty to the boss is the number one rea- son they stay in a job, especially during the first three years. Dissatisfaction with the boss is the number one reason they quit.
Millennials want a tight bond with a boss who is close, caring and aware.
Motivation Provide paid time off as a reward.
They view jobs as “something to do be- tween the weekends.”
Managing Describe the result you’re looking for
and let them figure out how to get there. In many cases they’ll develop a better pro- cess. To bring out the best in them, teach
them about the company and explain how their work will lead to specific results. Hold them accountable for mistakes and praise them for success. If you tell them it’s your way or the
highway, they may walk. Millennials grew up learning how to
figure out things on their own. With the Internet and a network of friends a text message away they will find their own an- swers.
They do not take well to orders and re-
sent being handed busywork with no ex- planation as to its purpose. They are impatient but always eager to learn and quick to do so. Millennials think of themselves as merchandise that they can sell to the high- est bidder. And, more than half of college seniors move home after graduation to- day; it’s a safety net that allows kids to opt out of a job they don’t like.
Work assignments
Give them several projects. Put them in the field with clients, where
they can work in teams and solve prob- lems collaboratively. Let them work on projects with higher- ups when appropriate.
They are great multi-taskers with 10
times the speed and technical knowledge of their older siblings. “This generation understands that there is no need to stay up all night to make an overseas phone call. They can simply text message the person with the information they need and continue the conversation the next day on their own time,” says Roberta Matuson, president of Human Resource Solutions. Though they are independent thinkers, Millennials love working in teams. They question the status quo and ex- pect to make an impact on day one.
Performance feedback
Provide coaching sessions to discuss career paths. Shorten the feedback loop. Do reviews at least quarterly. Millennial employees “feel entitled to a raise and promotion in a week, that corner office in six,” says Dr. Carolyn Martin, co-author of Managing the Generation Mix. Boomer parents coached them to ask for what they want. That’s where the sense of entitlement comes from, says Martin.
They’re used to constant feedback.
Reducing turnover Create career paths with a timeframe
short enough for them to envision. Re- ward small successes along the way. They set short-term goals and are resistant to paying their dues. With 75 million Millennials entering
the workplace, organizations have no choice but to learn how to recruit, grow and retain these workers. If not, compa- nies will lose talented employees who, because of their strong networking and technological capabilities, have the ability to be the most productive generation to date.
Confused? Excited? Want to learn
more? Judy Lindenberger and Terri Klass are experts in leadership development, human resources and coaching. We offer innovative, customized training and coaching for Millennial workers and for those who employ and manage them. Contact Judy at info@lindenbergergroup. com (
www.lindenbergergroup.com).
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