HOW TO ENGAGE AND UNLOCK THE POTENTIAL OF MILLENNIALS

The Millennial generation is typically aged 25 to 39 years, born between 1980 and 1994. Over the past 5 years newly released census data shows that the largest share of the population has shifted from the 40 – 44-year-old age bracket to the 30 – 34-year group, closely followed by their generational peers in the 25-29-year age bracket.

Generation X, covering those aged between 40-54 have slipped back to 6.8%.

This increasingly mobile generation is one of the most educated and culturally diverse of any generation. They are seen as job hoppers who dislike bureaucracy and are far less trusting of traditional hierarchies, compared to generation X and baby boomers.

In today’s market, I’m seeing a large number of employers, across many industry sectors, struggle to attract and engage with Millennials and in addition to that they are typically concerned about hiring them. There are real benefits for organisations if they can find new ways to tap into this wonderful candidate market and be prepared to adopt a new management style and better understand how to engage and motivate millennials.

1. Provide Flexible Work Arrangements

One of the most talked about topics is ‘work life balance’ and the lack of this within many organisations. Tech savvy Millennials perform better when they are given greater freedom to work anytime from anywhere with the help of technology and not being restricted to a 9am to 5pm office environment.  Offering flexible start and finish times, work from home arrangements, increased holidays, provided performance remains consistent, can provide greater flexibility while also showing trust.  Studies show that the attention span of millennials is 6.7 hours and they prefer more time off rather than higher salaries.

2. Regular Feedback and Encouragement

Giving regular feedback will instantly provide you with a higher level of engagement. Millennials value immediate feedback and encouragement. It sounds simple but saying “Thank You”, “Congratulations” or providing honest, supportive feedback can motivate employees to achieve results.  While Millennials have been criticized for being needy or wanting undue rewards, you can find a balance by setting clear expectations from the beginning and regular communication to let them know how they’re doing and how they can improve.

3. Education and Professional Development

One of the top professional priorities for more than 68% of Millennials is a good opportunity for growth and development.  This generation is hungry for learning and advancement and thrive on continuous development. Sending employees to training sessions, leadership conferences, bringing in speakers, supporting further study and setting stretch projects will help millennials feel motivated by growth and development opportunity in the workplace.

4. Provide a Meaningful Vision and Purpose

This generation is more likely to look for a ‘purpose in what they do’ to be motivated and engaged to perform. They seek more meaning and values centred around ‘Why’ a business exists and its key purpose in the market, what they do and how it impacts them and others. Its important to explain the whole picture and help them understand their role in a larger plan to give them a clear sense of purpose. Recent studies show that 60% of Millennials chose their career path based on their life purpose, so providing them with opportunities to be an important part of the mission, organisation or community is critical.

5. Offer Guidance and Mentoring

Unlike previous generations, Millennials value and need mentorship. They thrive on learning and knowledge sharing and benefit from being paired up with role models and experienced employees to help guide them through challenges and keep them accountable for their responsibilities. Millennials also benefit from a holistic approach to mentoring so bear in mind that any advice and guidance to help them achieve a happy work and personal life balance will highly valued.

6. Put the Fun Back into Work

We all know that any workplace has its highs and lows with competing challenges and need for results, but this can still be achieved with a sense of fun. Develop relationship building activities to help promote team bonding and new challenges and competitions to unlock innovative thinking and motivation. Millennials grew up playing games so creating a challenging and fun work environment can increase engagement and performance levels amongst the team and individuals.  Recognise and reward achievement regularly and organise team get togethers to celebrate wins and gain feedback on challenges and solutions.

7. Provide Authentic and Trusting Leadership             

Millennials want to work with authentic leaders and feel trusted. Business leaders and managers who build honest relationships with a sense of openness with their team tend to build better relationships. The ability to build and promote ethical values, driven work, and personal practices will gain a higher level of engagement from Millennials.

It’s equally important for Millennials to feel trusted so it’s helpful to set clear responsibilities and expectations, leaving them to take on the opportunity with enthusiasm and deliver without micromanagement.

We all had to start somewhere so be mindful that mistakes will happen, but that is also an important part of learning. With the right guidance, advice, support and communication Millennials are able to develop, grow and adapt quickly with a drive to further develop their career rather than continue in the same role for an extended period.