For decades, the Baby Boomer generation was hailed as the largest in our nation’s history, as it was comprised of a staggering 76 million people — all of which born between the years 1946 and 1964. Now, the Millennial generation has swiftly taken over, with over 80 million members born between the years 1981 and 1997.
Given those figures, it should come as no surprise that this younger generation has also overtaken the workforce — especially as a majority of Boomers have already retired. Thus far, this transition has not been a smooth one, as a multitude of companies — both large and small — still do not seem to understand millennials or their workplace expectations. This fact alone contributes to why many millennials switch jobs upwards of four times during their first decade after college.
However, it is possible — if not entirely feasible — to overcome this gap and attract the next generation of workers. With that in mind, let us take a closer look at how businesses can recruit — and even re-recruit — the talented millennials they so desire.
When it comes down to the wire, health insurance, retirement, and other traditional benefits are often the last factors that cross a millennial’s mind. Instead, they desire to see wellness and internal programs that not only support the health and wellbeing of employees, but of the surrounding community as well.
This feat can be achieved through the implementation of corporate philanthropy programs, enforcing flexible work hours — within reason — and introducing standing desks or even short, frequent breaks that encourage activity throughout the work day.
Believe it or not, millennials do not want to be affirmed in everything they say, do, and believe — especially in the workplace. In fact, many members of this generation acknowledge the importance of expanding their worldviews and learning new tactics. Furthermore, millennials actually desire to continue growing, even after completing their education.
Therefore, it is imperative that companies quench this continued thirst for knowledge, both by making a concentrated effort to broaden their recruiting searches, and by providing additional materials for employees to delve into during or after work.
Once you are able to attract new employees — or even recapture the attention of former employees — it is important that you show them your company has actually shown marked internal improvement. This can be achieved by speaking more to individual employees’ aspirations and desires to grow in annual or semi-annual performance reviews — as opposed to only focusing on company-related goals and achievements. This will show new and returning employees that their superiors are genuinely invested in their personal and professional improvement, not just in meeting goals set by the company.
Additionally, consider having these performance reviews more frequently. Even if these meetings only turn out to be brief touchpoints, employees will feel more encouraged to discuss any obstacles or pain points they are encountering in their positions. This open communication could, in turn, aid you and/or your human resources department in making any changes that could improve employees’ roles or overall experience on the job.