Millennials are officially the largest generation in the U.S. workforce, according to the Pew Research Center, so it’s important to keep them happy. You’ve probably already noticed that the same tactics used to manage Baby Boomers and Generation X fall flat with this young group, so you need to implement new management techniques to keep them engaged.
Learn how to adjust your strategy to make Millennials want to build their careers at your company.
4 Tips to Motivate and Inspire Millennials
Take these four initiatives to keep your Millennial employees happy:
- Give Them Meaningful Work: Millennials are on a mission to do work that matters. In fact, 64% say it’s a priority for them to make the world a better place, according to studies conducted by consumer insights company the Intelligence Group. These young workers aren’t going to get inspired by busy work, so help them reach their potential by allowing them to contribute to projects where they can really make a difference.
- Listen to Their Ideas: Younger workers aren’t content simply staying silent and doing as they’re told. They want to be treated as equals by their superiors and feel like their ideas are heard. Keep them engaged by including them in the discussion, rather than just talking at them. You don’t have to put all of their suggestions into action, but some will likely be very beneficial to your company.
- Provide Coaching Opportunities: In the past, employees dreaded annual reviews and any other reason for the boss to give them feedback, but Millennials aren’t like that. In fact, 79% of those that responded to Intelligence Group surveys said they would like their supervisor to take on the role of coach or mentor. Inspire them to do their best work by scheduling regular meetings to review their work.
- Offer Great Perks: Millennials have no problem rolling up their sleeves and working hard, but they want to be surrounded by a fun and supportive company culture. Cater to their needs by holding regular events, such as lunchtime pizza parties and happy hours, where they can get to know their colleagues on a more personal level. If possible, offer flexible working conditions, as this tech savvy group does not like to be confined to an office.
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