The millennial influence on the workplace has been beaten to death. Even still, the millennial workforce remains a much-talked-about and, in many circles, much-maligned subject across the web. And as accurate as stereotypes about millennial entitlement may be, they dramatically minimize the value young talent can bring to an organization. HR should take note – one of the areas millennial employees can offer the most benefit is in employee engagement.
David Lee recently explored this topic in an article for Talent Management and HR. Employee disengagement is often a silent killer for employers – many often don’t know they have an employee engagement problem until they see productivity levels plummet or the revolving door of turnover keeps spinning. This is where millennials come in because, as Lee puts it:
“If you suck as an employer, your millennials will let you know.”
Trust Your Employee Engagement Canaries
Two of the biggest knocks on millennial employees are that they’re whiners and, when the job gets tough, they’re quitters. But could all this whining and quitting actually provide valuable insight to HR?
Employee feedback and behavior (millennial or otherwise) can help employers identify common employee engagement killers like…
- Boring or unwelcoming orientation and onboarding processes
- Generic employee surveys
- Failing to recognize employees who go the extra mile
- Neglecting to get employee inputs during times of change or difficulty
Read the full article from Talent Management and HR to learn why else millennials could be HR’s employee engagement savior.
A global survey conducted by SuccessFactors found that the up-and-coming millennial generation wants more feedback from their managers. Additionally, the survey highlights that millennials rely more on formal training and mentoring to develop their skills. One quote from a millennial surveyed in the study sums up these expectations: “I would like to move ahead in my career. And to do that, it’s very important to be in touch with my manager, constantly getting coaching and feedback from him so that I can be more efficient and proficient.”
1,400 millennials were surveyed to explore how frequently they expected honest feedback on their job performance. According to the findings, millennials want feedback 50% more frequently from their immediate supervisors than other generations.
SuccessFactors’s study also unearths a dangerous leadership gap shaping up within organizations. According to survey results, this is due to a lack of adequate leadership in key roles, and it’s a reason why so many companies fail to retain millennials.
To close this leadership gap and increase millennial retention, many business leaders are re-approaching their management styles. According to SuccessFactors, these are three areas they’re focusing on:
- Providing inspiration (encouragement and support)
- Hiring talented team members
- Being authentic when providing feedback
For insight into these three coaching areas as well as more research on millennial retention, read the full article from SuccessFactors.
As more millennials enter the job market, workplace values are evolving. One example of these changing values is the expectation of a collaborative culture in the workplace. Companies looking to retain top performing talent are focused on crafting a collaborative culture that is worth staying for. But true collaboration is more than communicating easily between co-workers, it encompasses all communication efforts such as recruiting interviews, client interactions or accommodating the new BYOD paradigm.
So, what exactly does collaboration mean in an organization, and how can HR teams use it to their advantage? According to an article by TalentCulture, “…mentoring opportunities and focusing on a team mentality are ideal ways to create a collaborative culture in which [millennials] will thrive.”
Many businesses think improving collaboration simply means increasing internal communication. While there are many factors that enable true collaboration, few are more important than having the right collaborative tools. This is especially important in today’s BYOD landscape where employees require the ability to communicate with anyone around the globe, anywhere, at any time.
TalentCulture’s recent study explores how HR teams can leverage collaboration tools to adapt to diverse work environments, drive employee recruitment and retention and unlock a host of other organizational benefits, including…
- Streamlined management of remote and flex workers
- Improved social networking
- Increased employee retention
Interested in learning more about the impact of collaboration tools in HR departments? Explore the full TalentCulture article here.