Did you know that millennials are currently the largest generation in the U.S. labor force? Crazy, right?! Companies are struggling to hire and onboard millennials, due to their unique outlook and perspectives when it comes to work-life balance.
Here are a few tips to transition them into a professional setting.
Millennials are less interested in wealth and status in their careers. Instead, they are more focused on feeling like they are contributing to a product which affects others, and where they can cultivate a strong work-life balance. So, what does this mean? Millennials are looking for growth and development rather than money. Employers have been able to attract millennial talent by getting creative with the benefits they offer. Benefits such as offering flexible hours, unlimited vacation time, and team outings. When workers feel that they can work remotely or have flexible hours, they are more productive and feel more loyal to the company. Consider revising your benefits to include less traditional perks to attract younger talent.
Millennials in the workplace often focus on the impact of the company or its’ products have on society. So, companies should focus on providing information on the history and evolution of the company in a compelling way. This will ensure that the millennial understands the values and mission of the company, so they can really get behind it. Make sense? Bosses also need to understand that, for many millennials, this might be their first experience in a professional setting. Offering the right onboarding is key to ensuring their success. This can include shadowing, offering short apprenticeships, and providing optimal training.
As part of the onboarding process, some businesses have found success with offering a mentorship program which helps transition new hires into their role. By pairing up a millennial with a more established employee, the millennial can feel more welcome and confident. They are secure in knowing they have someone experienced both in the work and in the culture of the company to get advice from. The relationship does not need to be long or complex. Mentors can spend a few days with the new hire, take them to lunch, provide a shadow day, and be ‘on call’ to ensure the first week or so goes smoothly. Feel free to flip this idea on its head: pair a millennial with an older employee and have the millennial teach them new skills when it comes to social networking or digital organization. This will instill confidence in both your employees, as well as open up new dialogues for working together.
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