In our fast-paced, app-based society we are all growing accustom to instant gratification and convenience while caring more about our planet and fellow human beings. Our lives are a blend of work and family 24/7. We receive emails and texts at all hours of the day on our phones from colleagues and need to be available for family and children on a very different level than before.
There is less of a work-life balance and more juggling that happens today; therefore, every generation's expectations for their employers have changed. Much of what many of us chastised the Millennials for is common sense and standard today--yes, I was one of them. :( I grew up in a very conservative and traditional industry that shaped my views about what employers should expect from their employees. And the war on talent had not yet begun, so employers could expect a lot.--
To attract and retain talent, I recommend the following be part of what you offer to new and existing employees:
Consider these needs of today's employees by generation and you'll find they do not differ significantly.
Students, recent graduates, young parents, care givers and grandparents all require some flexibility in their scheduling to attend other events from time to time.
Everyone deserves timely feedback, both constructive and praise. To keep employees engaged, it is important to update them on how they are doing. To take this concept a step further, consider different ways of recognizing and encouraging performance and share constructive feedback in a confidential setting. Don't wait. Share the feedback quickly in order to maximize its impact.
Opportunities to grow and develop are not just for the young and inexperienced. Feedback is the first step in helping employees learn and grow from a job well done or areas that need improvement. Further development can only support your efforts to retain top talent and reduce the need to recruit as promotion opportunities become available. Since, baby boomers are working longer, many still want to be relevant until retirement. Offering them opportunities to learn new processes and be included in progressive efforts as well as those teaching younger employees can have surprising affects in your workforce.
Employees become more engaged and committed when they are informed. Communication about company initiatives and progress is crucial to fostering their commitment. When communication and incentives are tied to the company goals and progress and those are tied directly back to an employee's role, (s)he becomes vested in the outcome and more likely to work towards the common goals.
One on one time with your manager/supervisor is crucial to fulfilling the previous needs of today's employees and it's just good leadership. Whether the time is structured or informal, spending individual time with employees pays incredible dividends in so many aspects of employee engagement, growth and development as well as day-to-day management.
Millennials were blamed and criticized for their expectations but they were just entering the workforce as there was a dawning of change. We were recovering from the Great Recession, living in a dynamic electronic world and just beginning to consider the largest segment of our population retiring. Many employers have learned and adapted but many more are lagging. Not all companies have the ability to operate like Yahoo, Google or Zappos, but with a little help, you can implement a few changes and get closer to your recruiting and retention goals.
