• 45% of Millennials would quit a job if they didn’t see a career path they wanted at the company (among those who would quit a job). When you think of your strategy to motivate Millennials – and every generation – do your efforts align with the intrinsic insights we uncovered?How can you tell if your Millennials feel motivated to deliver their best performance at work?

Five Actions You Can Take Today To Unlock Millennial Talent 1. Provide specific, visual examples of the per-

formance you expect. An easy example is a dress code such as business casual. The definition of busi- ness casual can vary significantly by generation. Rather than leaving it open to interpretation – and risk confusion or frustration – provide a photo or video of how you expect people to dress. This one action reduces miscommunication, saves you dozens of hours having to “correct” people who are dressed inappropriately, and enables you to hold the employ- ee accountable for complying. Without specific visual

Four Statements That Separate The Best Millennial Employers From Everyone Else • I feel I am valued in this organization • I feel I can express my honest opinions without fear of negative consequences

• I trust that if I do good work, I will be considered for a promotion

• My pay is fair for the work I perform

examples, you could say business casual and they might show up wearing khaki pants and flip-flops. That would be the ultimate business meets casual! 2. Create a safe space for Millennials to learn from and interact with leaders of different ages, experi- ences, and titles. We’ve seen the impact of this in companies where top performing “emerging talent” employees are invited to participate in a quarterly or annual meeting alongside senior leadership. Getting an invitation to these meetings are more

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