Get the most from your Millennial workforce
Much has been written about the challenges my generation, millennials (ages 20–34), pose to organizations. Some say we have, what my elementary school principal dubbed, “inflated self-worth.” Some say we feel entitled. Some say we have the attention span of a fly. Regardless of the validity of these viewpoints, one thing is certain: Very soon we will be in leadership positions. Organizations need millennials to step up to the challenge, and millennials need organizations to engage them.
A major frustration organizations experience with millennials is our transient nature. Millennials are projected to have 15-20 jobs in their lifetime. Consequently, organizations are trying to figure out how to keep their young talent from job-hopping by investing in perks, programs, and facilities meant to retain and engage them.
Surprising Findings
For my master’s degree research, I investigated how millennials want their employers to engage them, and the findings surprised me. Of the nearly 100 research subjects surveyed, not one wanted a workplace gym, a cafeteria keg, a puppy beneath their desk, or the ability to telecommute. Surely, those perks are alluring, but what keeps these millennials engaged and committed to their employers is actually much easier for organizations to deliver.
Want one-on-one time ?with superiors
We want meaningful face-to-face time with those who came before us. Whether through mentorship, weekly one-on-one check-ins, or having coffee together; we want to forge meaningful relationship with our managers, supervisors and leaders.
Want transparency
Millennials want to know more about the organizations they are working within. We want to be communicated with about strategic decisions, process changes and new initiatives before they happen. We want to understand the strategic decisions being made so we can better understand the systems we are working within. Growing up in this age of constant flux, we evolved into pretty nimble creatures, and in the professional setting, we want to know the why behind the what.
Want feedback
Growing up, many of us got trophies for our last place finishes in soccer, spelling bees, and everything we did. Yes, we millennials were pampered and protected during the self-esteem movement. And while we have boxes of undeserved recognition in our parents garages (that we are hoping to move out of one day), we want critical feedback, not just positive feedback.
Want to be asked
When we entered the workforce, our nation was enjoying a “great recession.” This pushed many of us back into academia, or to pursue our passions, as the traditional job market was not a viable option. These experiences, while not “professional” experiences, are valuable and gave us unique experiences and perspectives. Chances are we have value to add beyond what our day-to-day jobs offer. And, how do you access that alternate perspective? Ask us!
Want to offer opinions
You do not have to implement our ideas, or agree with us; we simply want to be acknowledged for our experiences and perspectives. Who knows, this may even open a door to us asking you about your experiences, which we too could surely learn from, and not always agree with.
Like every generation before us, we future leaders, the millennials, want job security. We want to be loyal, valued employees. We want to be engaged.
If we are to solve the enormous problems surrounding us, our intergenerational teams need to better understand one another to leverage our intrinsic value. I encourage you to take the above strategies and ask your future leaders if this would help them become more engaged employees. If they disagree, ask them what would.
Daniel Weinzveg (dweinzveg.com) is a consultant specializing in designing, training and developing diverse, intergenerational work places. He is graduating from the organizational development program at Sonoma State University in May.
