Trust them or fire them but don’t spy on them! Millennials want a quality job so give them career development before someone else does
According to Gallup and Healthways who have been tracking Americans’ life evaluations daily, experienced working age people, those from the 30 -64 age group, consider themselves as thriving and think that they have good prospects ahead.
A positive outlook on life is strongly linked to economic confidence and many Americans are now saying it is a good time to find a quality job.
Their overall outlook has risen by almost three percentage points in just one year which is a lot and it is at its highest level since these records began.
Looking at this age group more closely we see that there is a further concentration of optimism again within the 30-44 age range and within that group there would be at least twice as many Millennials (those born between 1980 and 1996) as Gen Xs. Basically the Millennials are all those in their thirties!
The bottom line is that even though Generation X and the older Baby Boomers are still in the workforce, a good pool of Millennial TALENT WITH EXPERIENCE is now also in the mix and are clearly looking forward to new opportunities for career progression in the years ahead. But they will be sorely in demand, so as employers and recruiters, let’s take a look at what makes them tick and how to get a good one on the team!
The easiest first step is to look at what you already have. Many young adults – A 2011 Pew study indicated 49% – took a job in the Great Recession that they didn’t want just to pay the bills and many more took an unpaid job to gain experience. These young workers are not likely to be engaged at work and will definitely be eyeing other positions to gain more fulfillment in their working life as this is very important to them.
If you are already employing Millennials it will pay to revise their positions within your business, how you interact with them and in what ways are they rewarded. Do you need to engage them more in order to prevent them leaving? Boomer employees could help coach Millennials with regard skills they may need for managerial positions. In any case you will also need to asses if there are generation gaps in your workforce that will require quicker training of junior staff or more incentives for the older generation to stay for longer to help bridge the gap and this is something you should do sooner rather than later.
Create groups for collaboration where Millennials can make valuable contributions and set goals so they can feel more empowered as they work toward those goals. As technology and innovation continues to grow at a fast pace it is well worth providing a way to help employees stay up to date and perhaps even learn new things. This will have an unbelievable effect on your business and their own personal development.
If you want the best and you can afford it, pay them well. This may include immediate access to a pension fund or other perks that will help them to continue to foot their college loans or build a home life. Figure out ways to provide flexibility in their working week too. All of these things will make the Millennial worker feel more engaged in their current environment and in the end more productive, so you will get more out of the situation in the long run as well as keeping employee turnover low.
Turning now to hiring new employees, remember that whatever makes current employees engaged is exactly the same thing that will make them want to work with you in the first place. Once you have put policies in place for training, collaboration, compensation, flexibility etc etc, you need to promote those set of facts – your enterprise culture – as much as possible. That includes your own website, job postings and anywhere on the web and mobile that your business is promoted or seen. You should be attractive to work for as an employer because those Millennials are now looking for a BETTER job where they are going to be happy, not just any job.
When trying to find or attract talent you need to know that there is a new breed of web users we now call Pseudo Socials who are from the Millennial age group and understand how they can be monitored on the web – they grew up with the internet so they know more about it and may be better at using it than you are! They are hiding their identity and anything that could possibly give that away on social and other sites. They may be hiding from the Government, or hackers or stalkers or their own employers but they end up being hidden from you too if you are hiring for a position.
If you are their employer try to genuinely give them the space they need to be sociable as they do like to take part. If you are looking for candidates, especially for management positions, then use services like Globehook.com which promotes and provides privacy for those individuals as this will make your job easier and their jobsearch quicker.
As you hire more employees remember that diversity is always a positive contribution to the bottom line, not just a gimmick to look good. Any country which embraced women participation in the workplace over the past 20 years has seen a phenomenal improvement in general living conditions and culture. It’s the same for business and the diversity concept is the same for all types of people, not just in terms of men and women. Be open to anything or anyone that will bring something special or different or out-of-the-box thinking to the job.
Attract and hire special, talented people, train them well, communicate with them and mentor them into management positions. Bear in mind their need for connectivity and collaboration and balance that with their desire for privacy in certain situations (trust them or fire them; don’t spy on them!)