How to Engage Millennials in the Workplace
Being a millennial is hard in this day and age. There are a lot of judgments and perceptions against this generation that are hard to fight and overcome. Dolly Alderton says,
A generation isn’t a generation until everyone hates it… the first time I realized I was part of a gang of strangers so close-knit and clear-cut in collective identity that they could inspire a Who song was the first time I picked up a weekend supplement aged 24 and read an article by a forty-something journalist about how awful we were. (Alderton, 2018)
Being a Gen Y is hard, especially when there is someone always at your back about the new trends you latch onto and how you live your life. Generation gaps don’t help and sometimes it can be hard to find a company where you feel comfortable and connected with.
As much as it seems like it might be hopeless to mesh with other generations, it is possible. In fact, it is in the employer’s best interest to adapt and grow with the incoming generation. “Millennial’s are set to make up 50 percent of the global workforce by 2020, and 75 percent by 2025, [so] it’s important that employers who haven’t already adapted their companies to attract this generation of workers start to think about making some changes” (Oesch, 2015). Five ways to do this include increasing social impact, employee recognition and feedback, and career development, encouraging socialization and team building, and becoming more flexible (Oesch, 2015).
Finding a company that has a strong social responsibility is important to anyone but according to JP George, it one of the top ways to grab the attention of someone who was born in this era. An article written by Marissa Peretez mentions that millennials are becoming even more engaged in philanthropic causes in 2017 than they were in late 2016 (Peretez, 2017). The impact of volunteering and holding similar values can go a long way for an employee and brings about positive effects throughout the entire company!
Along with aligning values and visions, the “Generation Now” are also extremely in tune with communication in the workplace. As a manager it is key to have good communication but not everyone interacts the same way. Many millennial’s treasure the importance of employee recognition and feedback. There is a disconnect as to why this is and many think it is because this generation craves that “pat on the back” or that “participation trophy.” “Every Gen-Xer and Baby Boomer has an opinion about how the participation trophy has ruined all 74.9 million milennials” (Malone, 2017). However, this key tactic is simply a high motivator that ensures they are putting valuable work into their day to day operations. If this is lacking, then employees will put that drive and passion into another job.
Having strong communication allows millennials to push towards a career development. If they feel stagnant in their current role, it is hard for them to stick around. There is a strong want to feel connected within their work and want their skills to be put to good use. Providing unique opportunities will not only engage the working millennial but can also encourage them to want to grow more for the business they work for (Oesch, 2015). It can be difficult for engagement to occur when millennials feel targeted for the era they were born in. Change is inevitable and as JP George discussed, each generation does it together.
If someone took time to talk with a member of this generation, they would recognize the depth and value in their work. Socialization is the fourth key factor to engaging millennials in the workplace. Finding others’ strengths that work well in the business is a huge benefit. So, instead of talking about how this generation is so involved in technology, it would be beneficial to be in tune with this and “embrace social media and other online platforms to encourage employees to join in” (Oesch, 2015).
Finally, being flexible can go a long way in the younger generation’s eyes. Independence is a driving factor for younger workers. There are opportunities in and out of the office and it is crucial to identify this. The freedom to work remotely can sometimes push someone in this group to work harder and create the open environment that is needed to foster creativity (Oesch, 2015).
Engaging employees begins with attracting the right workers to apply for the job. Job advertisements can attract millennials by “[containing] information on psychologically healthy workplace and corporate social responsibility policies” (Catano, 2016). Millennials tend to appreciate companies who care about their environmental impact. They want a good work/life balance, while “[striving] for both financial independence and personal fulfilment” (Youthmonth, 2018). Millennials are known for valuing strong workplace cultures over money and are “not afraid to leave jobs in the first six months or the first year” if they are not satisfied (What Millennials Want from the Workplace, 2018). Offering ways for millennials to progress their careers or work internationally will also keep them engaged, for “more than 70% indicated a desire to work overseas” (Youthmonth, 2018).
Below is a TED Talk by Keevin O’Rourke on “how to make millennials want to work for you.”
Engaging millennials in nonprofits
There are four main ways that have been found to engage millennials in nonprofits organizations. The first way to engage millennials in nonprofits is by “[providing] access to leadership and [enabling] millennials to take an active role in the development of their own leadership roles” (DeVaney, 2015). Millennials desire responsibility and purpose in their work. Showcasing new ways millennials can move up in the company will stimulate their interest in the organization and emphasize that there is room for growth. Today, “Millennials hold about 20% of all leadership roles,” which illustrates the passion the generation has for high-ranking positions (Youthmonth, 2018). As millennials continue to land high-ranking positions, they have become “highly involved in decision making about strategic goals and ethical issues, with some of the most common referring to bribery, discrimination, health and safety violations, financial issues, and pollution” (Culiberg, 2016). To engage millennials, employers must give them active roles in the company.
The second way to engage millennials in nonprofits stems from honesty and openness. Millennials appreciate having information regarding the way the nonprofit uses its money and treats its community. Maintaining an open atmosphere where millennials feel valued and heard is important. The third way is to “develop engagement platforms that are social in nature and allow for greater discussion both online and offline” (DeVaney, 2015). Millennials are team-oriented and feed off communication, so targeting these traits can help engage them in work. The fourth and last way to engage millennials in nonprofits is to foster an environment where they can participate in decisions and “execute strategies to fulfill solutions” (DeVaney). Millennials crave responsibility, so allowing them to make decisions and then see them through is crucial. In short, organizations should “provide meaningful work, allow the millennials to provide input, and help the millennial feel that he or she is a good fit on a good team” (DeVaney, 2015).
