Last article, we talked about who is Generation Z, the future workforce? Have you ever wondered that which name for current workforce?
Millennials or Generation Y is current labor, that born from 1980 to 2000, before Gen Z. How to wok with the Millennials effectively? are they completely same to their parents at workplace?
Below are some helpful tips for you:
1. Offer More Flexibility:
Work-life balance is one of the most significant drivers of employee retention among Millennials. This tech-savvy generation is essentially able to work anytime from anywhere with an Internet connection. Thus, seemingly arbitrary work hours or having to sit at a desk all day is less appealing to them.
2. Explain The Company Vision:
Millennial workers are more likely to look for meaning and impact in their work and aren’t satisfied simply punching a clock. Helping them understand their role in a larger plan gives them a clearer sense of purpose.
3. Provide Education And Professional Development:
Most Millennials are hungry and want to advance. Assigning stretch projects, bringing in speakers or sending employees to leadership conferences will be especially helpful for those millennial workers interested in learning and growing their skills.
4. Prioritize Community Service:
Millennials place a higher priority on helping people in need than having a high-paying career. Allowing employees to form committees and use company resources or time to organize their causes meets their desire for social consciousness.
5. Give Them Time For Personal Projects:
Offer employees time to work on a project of their choosing. This will help Millennials feel more engaged and in control and also can boost innovation within the company
6. Give Encouragement And Regular Feedback:
This generation responds well to encouragement and immediate feedback. Make it clear from the beginning that you reward good work, and then keep an open line of communication to let them know how they’re doing and how they can improve.
7. Develop In-Between Steps And Titles:
Millennials are especially eager to progress in their careers and less willing to wait three to five years for a promotion. By developing in-between steps and titles, managers can meet their desire for career progression.
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