By Victor Ochieng
Millennials are core to the American workforce. However, many employers are baffled with how to handle them. Some employers implement new policies to keep millennials around, while others stick to their normal policies without doing much to accommodate them.
Unfortunately, in many cases, employers don’t even have an idea what millennials want or how they look at things. As a result, many businesses get several things wrong about millennials yet their input is currently indispensable.
Avoid holding the assumption of entitlement
While millennials grew up in a system that always told them they’re the best and the brightest, they weren’t brought up to believe they’re entitled to everything. One thing is that they need constant feedback; they want to do things and immediately get response and an appraisal of their performance so as to help them keep on the right track. It’s, however, unfortunate that most employers don’t have provisions for such feedback. Millennials don’t look at being stagnant in their positions; they want to grow and thus want to get feedback to know whether they’re registering growth or not.
Figure out what inspires them
Most millennials are still working to find direction for their careers. They know they want to succeed, but are still learning about their passions, strengths, and weaknesses. At BlackbookHR, for example, the company takes employees through a process in which they gauge how they value five drivers, namely, recognition, being the best, freedom, innovate, and money, doing so on a scale of 1-10. This helps understand what the employees would like to accomplish thus giving the company a clear picture of what would make them tick. It’s also important to provide them with educational opportunities to help them sharpen their skills.
Build the right culture
Millennials value culture, a culture that helps them make a difference. They want to work in organizations that provide them with the opportunity to make contribution to the company’s growth, grow their career and be rewarded for their efforts. If a millennial finds a company that provides the three, they’re likely to stick around.
Avoid trying to hold them around
Something that employers need to come to terms with is the fact that at some point, millennials are going to move on. As such, what they need to do is get the most out of the time the millennials stick around. The employer should avail tools that help them explore their skills and help improve delivery both in terms of time and quality.
Constantly update your engagement surveys to get the best
While some companies only conduct annual reviews, it doesn’t work well with millennials. For the best results, employers need to constantly find ways of getting real-time feedback from employees by continuously conducting surveys. By so doing, the employer is likely to get the best of their employees.