The ability to attract and engage younger generations is top of mind for many organizations. Unlike the Baby Boomers and Generation X who have been primarily conditioned to the hierarchal company structures with the mindset that they must “work their way up the corporate ladder”, the younger working generations (Millennials and Generation Zs) are prioritizing different things from their parents and grandparents.
1) Growth and skill development
A recent survey found that career development matters most to Millennials and Generation Zs in accepting a job offer. A similar study reported that offering career training and development could help keep up to 86% of younger employees from leaving their current position. Organizations need to start investing in the younger generations. Mentorship programs, coaching, and training workshops can help develop and engage these employees.
Managers can also offer their employees’ more responsibility on projects or place them on projects that develop and challenge them. Remember that younger generations are not afraid to put in the time to progress in their careers. In fact, 73% of millennials already work more than 40 hours a week. These younger generations want to learn and they want to grow.
2) More feedback and recognition
Recognition and effective feedback are powerful motivators for employees. Every generation in the workforce wants feedback, but the younger generations want more of it. Over 65% of the younger employees want multiple check-ins from their managers weekly, if not daily. They want recognition for jobs well done, corrective feedback on what they need to improve, and transparency into their career paths — in real-time. A robust continuous feedback software is a must in this day and age. A tool that also allows for 360 feedback is also critical for matrix organizations (check out Pavestep if you are looking for a 360 feedback software).
3) Healthy work-life balance
With the growing trend for a healthy work-life balance, employers are having to adapt to what a healthy environment looks like for employees. There are many ways that organizations can support a healthy work-life balance. One way could be encouraging remote/ flexible working options. One survey found that 55% of office workers say that they have a better work-life balance with a remote set-up. Moreover, 80% of Millennials said they would be more loyal to an employer offering flexible work options.
Importantly, work-life balance directly influences productivity for employees. More than 60% of 18–34-year olds said their productivity at work suffers due to stress over a poor work-life balance of unrealistic professional demands. Managers should talk with their employees often to see how their work-life balance can be adjusted to maximize productivity. Creating work-life balance is good for business, but more importantly good for employees. Organizations need to start placing their employees first.
Let us know what makes you feel engaged in the workplace!
