The surprisingly simple ways to retain millennial employees
Even as a millennial I will admit that we’re a group that’s easy to hate. I don’t know if it’s our professed love of avocado or the overabundance of flannel shirts, but typically our age group is met with distain in most workplaces. But love ‘em or hate ‘em, millennials are quickly becoming the dominant demographic in offices and frankly, employers need to consider the cultural shifts and retention strategies necessary in maintaining this new workforce. While our reputation as a high-maintenance, greedy generation hold kernels of truth, I’d wager most millennials aren’t vastly different than previous generations – we simply want an office environment compatible with everyday life. This doesn’t always mean sky-high salaries – though frankly the cost of living makes it different to buy one sushi burrito, let alone a house.
After over a decade of working in some of the biggest companies in Canada, here are some low-cost, simple ways to attract and keep your largest faction of workers:
Stop trying to be Google: If I had a dollar for every time an employer mentioned their in-house ping pong table, couches or other recreational feature, I’d have enough to buy a truck of burritos (sorry, I really like burritos). Games and other fun features in the workplace are great but they shouldn’t be your main selling feature. Tech and start-up companies with young leadership attract employees because of their innovative thinking, not just their foosball table. Focusing your mandate on collaborative thinking and individual value will ultimately attract more talent than any beer cart.
Listen, listen and listen: The biggest mistake I made in my first foray into people management was trying to problem solve the second a worker presented a complaint. Often, people just want to heard and know their concerns and ideas are valued. No matter the issue, if someone wants to talk, shut your mouth and listen as long as they need. Take notes and brainstorm solutions together at a later date.
Forget the ladder model: True story: I once had a senior leader who would walk to our cubicles and expect everyone to stop everything and wordlessly move away from the person he needed to see. Without exaggeration I never once heard him utter “Excuse me”. I’m still stunned that anyone managed to calmly work with him for years. Respecting everyone in the office and ignoring arbitrary title divisions is paramount. Many won’t, but having the ability to speak directly to the CEO if desired is invaluable.
Diversity: Despite evidence that a more diverse workplace translates into profitability, many leadership roles are void of any minorities. Personally, if I walk into a potential workplace and I’m the only minority, I’ll walk straight out – and I’m not alone in this mindset. Embrace inclusivity.
Career path: One of the top reasons employees of any age leave? A promotion at a different company. Make sure every employee has a clear understanding of their next move within the organization. Regularly ask about interests and foster mentorships across teams. Late nights and grueling projects are more bearable when you’re invested in the business.
Flexible hours: 9-5 days are mostly a thing of the past in major industries. If you expect employees to regularly work overtime or tether themselves to company BlackBerrys, be accommodating with their requests for flexible hours. If you refuse some last-minute time off, don’t expect them to forget it the next you ask for weekend work. Millennials are the most likely employees to burn out. Supporting any worker against this has a positive ripple effect across the team.
Casual dress code: Through not applicable for every industry, I’m a strong proponent for informal attire for simple one reason: cost. Full suits are expensive and during my early years in the corporate world I struggled to stretch my meager paycheque far enough to afford clothing that met the strict dress code. If such a shift is not possible consider casual Fridays or exceptions for those without client-facing roles.
Office Politics: Most millennials are young enough to recall their high school days and are not keen to repeat them. If a company has throngs of gossips, mean girls and manipulators it’s best for everyone to put a swift stop to such behavior. Values and environment are a key factor in this group’s decision to jump ship.
