Additionally, Millennials have a strong set of unique values. They appreciate community, and though they utilize technology more than any other generation, they still prefer “real life” relationships over social media followers.Millennials like brands they can trust – as well as products/organizations that strive to improve the global community.
FACT:Millennials are saturating the market, and companies need to start listening and stop complaining.
So, what DO Millennials WANT in a workplace?
·Meaning/Purpose:Millennials want to know that what they are doing makes a difference. As an organization, it’s important to define “WHY” you do things.Not what you do – but, WHY you do it. Ensure your employees know what the bigger picture is – so they understand specifically how they contribute to it.
If you don’t have a convincing message that will attract your ideal talent, now is the time to discover and define your organization’s WHY.Ask yourself:
§WHY does your company do what they do?
§WHAT inspires your organization?
§HOW does your organization make a difference?
·Replace traditional performance reviews with frequent feedback.Millennials want constant feedback and real-time acknowledgment.80% of Millennials prefer on-the-spot recognition rather than traditional performance reviews.We recommend structuring quarterly performance reviews, it may take more time, but keeps your managers accountable to having more touch points with their team.
·Technology.Since Millennials have grown up with the internet, the use of the most updated technology is crucial. We recommend companies have updated software, advanced communication systems, social media presence and online personal training and development options.
·Flexibility.If it works for your business, don’t tie a Millennial down with a traditional 9-5 schedule. Millennials are seeking more flexible schedules, including telecommunication options, so they can balance work-life and travel. If you are clear with your expectations and give feedback frequently, you may find offering remote options isn’t too painful.
Anna joined Wejungo after 10 years of recruiting high school students to go to college. Throughout her career, Anna found that she loved talking with people and learning about their life and accomplishments. She wanted to find a career where she could learn from inspiring and accomplished business owners and leaders as well as impressive candidates with unique background, interests and successful careers that span 20+ years!
Workplace trust is a fundamental building block of any professional relationship. No matter your level of seniority in a company, trust reflects your character, and company members will only experience cohesion with the people that they trust. We review some practical ways for you to build and or maintain your workplace’s culture of trust.
Rethinking Workforce Planning in an Uncertain World
The COVID-19 pandemic is changing – or has already changed – our collective discernment of uncertainty because of the continued unknown. Almost overnight, companies had to revaluate everything they thought that they knew to find new ways of doing business. Just like sailors navigating their vessels through stormy seas, so too can company figureheads by moving swiftly and proactively rather than simply reacting instinctively.
We are a leading Talent Strategy Consulting firm specializing in talent management, hiring processes, exit strategy planning, recruiting solutions and employee retention programs. We also have a California executive search recruiting division finding top sales, business development, marketing and operations talent. We love helping companies connect their business strategy to their talent needs.
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