Tips for Hiring, Retaining, and Integrating Millennials into the Workplace

These workers’ views of workplace flexibility often clash with the structured 9-to-5 workplace. They crave flexibility and work life balance. Gen Y learns more on a trial and error basis, and they can be more comfortable in front of a computer instead of in person. As the workforce moves towards more millennials (Gen Y) and Gen Z the workplace will shift:

  • Leaders will be those capable of processing the most information.
  • Job titles and money may be of less importance.
  • The best presenters will no longer be the ones rewarded.
  • Work schedules will shift to consist of flexible hours.
  • Recognition rewards will increase to make them more loyal

Six tips below to boost your recruiting and retaining strategies for millennials:

  1. Emphasize employer brand. Your client’s employer brand can make or break its workplace reputation.
  2. Promote a fun work environment.
  3. Be present on social media.
  4. Clarify career paths and opportunities.
  5. Stay up to date with technology.
  6. Offer easy to reach recognition within your organization.

Why are the above important?

Millennials tend to want to work somewhere they feel fulfilled, where they can make a difference, and somewhere they are proud of, hence the workplace reputation. A fun environment doesn’t have to mean meetings in a ball pit, fun can be lunch time clubs within the workplace, company sponsored ice cream socials, or company games and competitions.

Have you ever been at a job where you’ve wanted to move up the ladder but don’t know how? That’s a no-win situation with this generation. They want to work toward moving up, and the path to get there should be clearly spelled out and available to all employees. If the plan to move up takes 3-4 years know that many will move on to their next job. The technology they crave is a good tool for this, even have the plans, policies, etc. on a company intranet site with keep them engaged.

Recognition isn’t just a “job well done” email to this generation. In a 2019 survey sponsored by DaVinci Payments, a payroll technology firm, 25% of those surveyed said they would use substantial recognition rewards for everyday or emergency needs. Have a program in place where all individuals are eligible for company recognition, such as achievement awards which have a monetary value (recognition can be cash, gift cards, etc.). Be sure though that if this is run by management, all managers participate, or certain teams may start to see higher turnover. A well thought out recognition program can become a negative for teams where managers don’t participate. Better yet, allow peers to recognize other peers for their hard work.