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.
Remote Companies Build Organizational Culture from Anywhere
Brett Putter, CEO and Author, interviewed 500 CEOs that claimed their culture was embedded into their organization. Only 50 CEOs were able to explain how. Wejungo reviews how to create a culture that is embedded into your company.
New Virtual Culture: What does that look like?
How we work and where we work will never return to the days pre-COVID-19. More and more companies are going to continue to offer remote or hybrid work environments, and for good reason.
Facilitate an environment where your team wants to help each other without being forced to do so.
Keeping employees engaged in pre-COVID-19 times was a challenge within itself. Now that our daily business operations have become more virtual it is even more critical to focus on successfully engaging your employees. The following tips will ensure you are engaging both current and new employees through the challenges, the depersonalization, and distractions created by remote work.
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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