If your organisation is struggling to attract, retain and engage millennial talent, you need to tackle the situation head on. The generation born in the 80s and 90s are becoming the primary working generation.
The generation known for being creative, adaptive and tech-savvy isn’t happy with what most employers are offering. According to Gallup research, they rank opportunities to learn and grow in a job above all other considerations. And they don’t think they’re getting these opportunities.
So, what can you do?
Start talking – and listening
Annual performance discussion that focus on the past are largely a waste of time. Millennials want regular feedback, when it matters. And they want to talk about the future. Equip your managers to have regular career conversations with their people, and make sure they understand that these conversations aren’t optional.
Be more creative
Once managers understand what people want, they need to figure out how to give it to them. Promoting people isn’t the only way to challenge them. Managers need to come up with creative ways to provide development opportunities, and organisations need to support this.
Often, a development opportunity won’t deliver immediate value to the organisation or align with short-term business goals. Seconding a valued employee to another team, office, or even to a client organisation, for example, should be encouraged. Losing an employee for a few months is better than losing them permanently.
Give them control of their learning
Millennials are used to training themselves. Whenever they need a new skill or information, they go online and find what they need. Workplace training is still appreciated, but must be delivered in a way that works for this audience. That means making learning programs short, relevant, entertaining and available on mobile devices.
Stop patronising them
Some organisations have the idea that perks like free food or billiard tables will engage millennials. Millennials are too smart to fall for this. They aren’t going to stay in a job that feels stifling because you’ve put some beanbags in the lunch room.
There are no short cuts to engaging your millennial talent. We’ve required this generation to be flexible and patient – and to make their own luck. They’ve had to push harder and take on more debt than the Boomers and Gen X did to start their careers. It’s understandable that they want to feel it’s been worth the effort.