Direct feedback is important, said Baker. For Millennials, it is not at all excessive to have a meeting once a month with their managers to not only receive feedback but to give their own input, too. To a Baby Boomer, this may seem like time poorly spent but this investment is very important to Millennials and helps to maximize their productivity. People who don’t feel good about their jobs or their employers tend to spend more time griping than working and, during their off time, they’re looking for other jobs. Baker suggests that feedback sessions should be one-on-one, face-to-face, and supervisor initiated. According to Baker, 75 percent of employers recruit interns for entry level employees. Based on those numbers, the internship period is the perfect time for employers to practice on their most promising candidates the necessary behaviors to keep those candidates within the company for years.

Because of their college and internship experiences, Gen Y employees crave mentoring. Conversely, they also like to mentor. One way to utilize this need is by inviting Gen Y employees to serve as mentors to interns. It satisfies the mentoring need of the new hires and plants a seed of aspiration in the minds of the interns. What better way to attract new, promising candidates while holding on to promising new employees?