According to LinkedIn’s 2015 US Recruiting Trends report, one of the toughest challenges facing recruiters is the ability to hire talented staff to fill vacant positions (talent.linkedin.com/blog/index.php/2014/10/4-trends-that-will-define-recruiting-in-the-us-in-2015). One component of this predicament that is often overlooked is why available positions become vacant in the first place. For many employers, a great deal of their workforce is made up of millennial-aged employees (early 1980s to early 2000s).
Understanding typical millennial workforce behavior is crucial if employers want to keep their current employees happy in an effort to avoid the ‘looking for greener pastures’ syndrome. If a large percentage of your employees are post-Generation X, following are ten tips you might want to integrate into your overall human resources procedures:
- Many millennials prefer an informal interview or chat to a formal interview. If you want younger team members on your workforce, it might be time to revisit your hiring process.
- A growing number of workers want to work for a company with a superior social structure. Instead of the once-a-year Christmas party, consider regular staff functions throughout the year as well as ongoing weekly fun festivities that build camaraderie amongst your team members.
- Ongoing feedback is important to many millennials. Forego the annual review for feedback chats and performance pick-me-ups throughout the year.
- Consider integrating a flexible scheduling option into your human resources planning. Instead of the traditional 9-5 option, think about offering flex-shifts, telecommuting, and job sharing.
- Unlike previous generations, many millennials don’t plan to stay with just one company for their entire career. If you want to avoid retraining costs, think of ways you can encourage your current staff to stick with you for the long haul.
- Technology perks are powerful to the millennial generation. Consider integrating current technology treats into your infrastructure; think tablets, touch screens, or even wearables.
- Your company’s social media reputation can impact your employees’ feelings about their job. Millennials are more likely to want to work for a company with a progressive social media policy than one that puts the ‘ban-hammer’ on social media in the workplace.
- Opportunity equals job satisfaction for many millennial-aged workers. While pay and job security is important, knowing there is room for growth within your company’s structure is important for ongoing peace of mind.
- Millennials tend to value self-development opportunities in the workplace. Consider corporate retreat rewards, time to spend on pet projects, or even offer the opportunity to contribute input to potential products and services. A valued employee tends to want to stick around longer than one who feels they’re just another cog in the wheel.
- A productive work environment is crucial. While Generation Z employees might prefer open spaces, co-working lounges, or shared desks, many a millennial will pick seclusion and their own desk in order to focus on tasks at hand.
Understanding the tendencies of your workforce is crucial if you want to maintain a healthy employment atmosphere. While there are exceptions to every stereotype, making the effort to at least attempt to understand your employees’ thought processes can go a long way towards a happier workforce.
SnapMunk
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