Posted August 06, 2015 by

The Millennial Makeover Part 7: Employers, Know Your Role

portrait of happy boss looking at camera in working environment

Portrait of happy boss looking at camera in working environment. Photo courtesy of Shutterstock.

When it comes to today’s workforce, there is no doubt that millennials are creating an atmosphere of change in the workplace.  So, who are millennials?  This group was born between 1980 and the year 2000, and reflect a generation with their own career goals, attitudes, and oh yes, their understanding of how to use technology.  For employers to take their companies to the next level, they will need to find ways to recruit and retain millennials, also known as Generation Y.

The millennial generation has their own expectations when it comes to the workplace.  While some employers might find it challenging to work with millennials, they would be smart to embrace them.  Once employers have recruited this young talent, they must focus on retaining it to add value to their companies.  So, what can they do to achieve this goal?  Here are some ideas that can help.

Get on the same page – In order for employers to work effectively with millennials, they must first understand them.  Find out what differences exist between Gen Y and employees of other generations.  This can assist in your approach to dealing with any issues that may arise later on.  Like the saying goes, when you know better, you do better.

Encourage learning and growth – Millennials want the opportunity to learn and grow with an employer, both professionally and personally.  Provide experiences that can enhance their knowledge, improve their skills, and offer social interaction.  For example, perhaps come up with a team exercise that requires creativity to accomplish a specific task.

Talk to them honestly – Whereas older workers may not need a lot of feedback, millennials do desire it.  They appreciate from employers a concept that I learned in college known as “positive reinforcement”.  This simply means complimenting them for doing something correctly or improving in an area, not only so they know for future reference but also to make them feel good.

Offer flexibility – Once millennials understand your expectations for the job, consider letting them decide how to get their work done.  Instead of worrying about how, when, or where they work, show your trust by allowing them to work on their own schedules.  As long as they fulfill their responsibilities on time, it’s a win-win for everyone.

Advance sooner – After a certain time frame and having proven themselves, millennials believe they should move up within a company.  While tenure is usually a factor in career advancement, Gen Y feels that results are more important.  As an employer, you do not want to hold anyone back who you believe is prepared for a new opportunity.  Think about ways you can help millennials get ahead in your company.

Even though millennials have their own expectations in the workplace, employers can play a role in helping them succeed.  Before doing anything else, they should understand this generation.  As a result, employers will know how to interact with a group they may initially perceive to be challenging.  Companies that choose to embrace this young talent today will have the chance for a better future.

I hope employers have enjoyed this series of articles on the millennial makeover and will find the information helpful to them.

Source: PwC

To read previous articles in The Millennial Makeover series, click on the links below.

The Millennial Makeover: Why This Group Matters in the Workplace

The Millennial Makeover Part 2: What They Want in the Workplace

The Millennial Makeover Part 3: What Employers Should Know About These Modern Workers

The Millennial Makeover Part 4: What Attracts Them to Your Company

The Millennial Makeover Part 5: The Development Stage

The Millennial Makeover Part 6: How to Manage Effectively

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