Butterfly

Millennials are an increasingly critical segment of the workforce, but many business leaders continued to be baffled by them, asking loaded questions like:

- Why do they think they deserve everything?

- What can we possibly to do to recruit and retain employees who aren’t interested in sticking around?

In my experience building several high-growth technology companies, I’ve learned these questions don’t even begin to accurately reflect how millennials think or what they want from their employers. In fact, many business leaders (myself included) still get a lot of things wrong about millennials. Developing a better understanding of this generation of young employees will help you attract and engage them at your company.

Here’s what you need to know about them:

1. They’re Not ‘Entitled’

It’s true that growing up, millennials were often told they were the best and brightest – but this didn’t teach them to assume they deserved everything. It simply gave them a desire for frequent feedback to help them stay on track.

Unfortunately, most companies aren’t equipped to handle feedback so regularly or rapidly. That’s why we went so far as to build a real-time feedback portal for our teams to leave instant feedback for their managers and vice versa.

The truth is, millennials want to excel at work, and they want to be told how they’re doing so they can course-correct as needed. You should interpret thais trait as responsiveness, not entitlement.

Some employers may also see millennials’ desires for professional development, challenging work, and growth opportunities as entitlement. Instead, we should view that desire as a sign that these employees are ready to jump into their work and make a difference in their organizations.

If your company isn’t ready or equipped to listen to, engage with, and respond to millennials’ career goals, then you should hire somebody else.

2. Understand What Makes Them Tick

ClockMillennials are still learning about their passions, strengths, and career goals. They know they want to succeed and advance quickly, but they’re also still trying to figure out what success means to them.

Here at BlackbookHR, we take every employee through an exercise each quarter wherein they identify the five drivers that are most important in their work (e.g., recognition, money, freedom to innovate, being the best, etc.). We ask them to score those drivers on a scale of 1-10 so that we know exactly how the role is lining up with what they want to accomplish. This simple exercise gives us a clear understanding of when an employee is thriving and when they’re not.

The trick for employers will be to help millennials channel their energy and passions in defined directions. Offer them educational opportunities and chances to grow in their roles, and find a tool that helps you stay connected to what your people want to accomplish.

3. Focus on Building the Right Kind of Culture

Culture matters to millennials, but they’re not just looking for yoga classes and ping pong tables. Instead, they want career paths, and they want to be able to make a difference.

Millennials are looking for employers where they can do three things:

- Contribute to their roles, their teams, and their organizations.

- Grow in their abilities, skill sets, and knowledge.

- Be rewarded for their efforts, both financially and reputationally.

A company culture that focuses on employee contributions, development, and recognition will help millennials stay engaged and thrive at work.

4. Don’t Try to Hold Onto Them

Employers need to come to terms with the fact that millennials are going to move on. Instead of focusing on trying to retain them, you should look for ways to optimize the time they spend with your organization. Provide them with tools that help them understand their roles and use their skills more quickly so that you can reduce your time-to-productivity metric after hiring them. And when someone isn’t working out, send them on their way as fast and politely as possible. It’s okay that you won’t retain them all – there will always be more waiting to get in.

5. Update Your Engagement Surveys

NotebookAn annual performance review and employee engagement survey is simply not enough for this generation. Challenge your organization to find ways to get real-time, regular feedback and conduct ongoing engagement surveys. Give your teams and business unit leaders the tools to manage, measure, and affect engagement locally and frequently. Doing so can help you get the most out of millennials and improve your organization across the board.

A version of this article originally appeared on BusinessCollective.

Chris Ostoich is cofounder and marketing leader at LISNR, a TechStars company. He leads the marketing function for one of the hottest companies in the IoT space that intends to disrupt the mobile industry with a new communication protocol that is the most efficient way to connect any device with a speaker or microphone.



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