As of 2015, Millenials (those born in the ’80s and ’90s) now make up more than half the current workforce. By the year 2030, they will make up 75% of the workforce. The question is, “Is your company suited for the rising age of Millenials?” If not, let’s find out how you can change that!
Millennials are accustomed to being connected at any place or at any time. Most of their life has involved some form of the Internet and they communicate via text and social media more frequently than by phone call and in-person. During COVID, most of us had to adapt to a remote and flexible environment but this was not difficult for the Millenial generation and younger. This generation is used to flexibility, openness, and has an innate ability to connect with people regardless of their location.
How to Recruit Them
Many Millenials are currently underemployed. They want more money, a better culture, relocation, a better work-life balance, or more responsibility. Some are even choosing other alternatives to traditional work like Doordash, eBay, or Fiver. How can your company stick out to the millennial generation when many people, regardless of their generation, are becoming pickier about their next work chapter?
Well, Millenials are particularly aware of the importance of job security and financial responsibility. At the same time, they desire to do meaningful work and make an impact. They are idealistic, diverse, social, and perhaps most importantly, ambitious. They are digitally enabled, question the status quo, and work on their own terms. If your company or your position doesn’t support the majority of their needs, they just simply won’t come to work for your company!
Focus on Culture
Your company and your prospective position must be different. Make sure your culture both virtually and on-site is appealing to Millenials. This should be communicated clearly on your website and your social media pages.
Consider sharing testimonials from recent hires who can attest to the significant benefits of working for your firm. Share photos from Christmas parties, luncheons, and annual meetings. Apply for your local “Best Place to Work” awards which can instantly make your company stand out above the rest. If you need tips on how to get on that list, look at what those companies that are already on that list are doing and take notes!
Managing and Engaging Millennials
Constraints in a job can be the kiss of death for Millenials. They need to be creative through their work and their ability to solve problems. They need to be able to work remotely and have technology that allows them to access information quickly. They use social media as a form of communication. Make sure your company utilizes something like Slack, Microsoft Teams, or Ring Central chat. This will make your Millenial employees feel more engaged with their teammates.
Develop small milestones and incremental titles in order to serve the need for constant career advancement. More than any other previous generation, Millennials are especially eager to progress in their careers and less willing to wait three-plus years for a promotion. This process can also provide incremental training that will aid them later with larger career advancement opportunities.
Many studies show that Millennials prefer real-time feedback rather than delayed performance reviews. They are used to speed, multi-tasking, and working on their own schedule. These are all are ingredients for success if your organization values end results over the process. If a Millennial recommends a new tool that they think would improve a process or increase productivity, strongly consider that tool.
With all these tips and tricks, you will be well on your way to a Millennial-friendly culture!
With over 90 years of Logistics experience, Top Talent is a recognized leader in Talent Acquisition for Logistics, Transportation, and Supply Chain., Let us put our team to work for you. To learn more about successful strategies for getting those impact players and game-changers on your team, reach out to us today.
– Michael Monson
President and CEO
Top Talent LLC