| Millennials in the Workforce
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Wondering how to manage Millennials in your organization? You’re not alone. Millennials will be 75% of our workforce by 2025. Are you prepared to integrate them into your company?
We recently sat down with our CEO and founder, Brian O’Neil, to go over a few facts and misconceptions about Millennials in the workforce. Brian has years of experience managing and training the next generation of sales leaders. Also, be sure to check out our free webinar, Managing Millennials, hosted by Brian on May 24 at 11 a.m. CST.
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What are the most important differences between Millennials and other generations in terms of recruiting?
For starters, Millennials are accustomed to using technology to find new jobs. They are also looking to advance their careers at a much faster pace than previous generations. Another differentiator is that roughly 78% of Millennials would like to work internationally during their career. How do you plan for that?
What are the best job training techniques to use with Millennials?
- It’s important to offer training and development opportunities. Millennials appreciate the chance to expand their skills and learn new things, so it’s a good idea to provide strong training programs and on-the-job learning initiatives. It’s beneficial for employees because it keeps them challenged and prevents boredom, and the company benefits by having a skilled staff.
- Create a mentoring program. Mentoring programs can be a great way to bring new hires up to speed quickly and retain employees with hard-to-find skills. Such a program can be especially important in a workplace where older employees outnumber younger ones. Mentors can help Millennials integrate into the company culture more quickly.
- More cutting edge training — they tend to like more interactive training with technology reinforcement.
What do Millennials value most in an employer?
Career advancement and purpose. One Millennial trait that shows up on survey after survey is a desire to be part of something meaningful; Millennials tend to rank this higher than salary as a motivator. Make sure Millennial employees understand how their roles contribute to the company’s overall success; that underscores their value to the organization.
What is the best way to conduct performance reviews with Millennials?
Do this on a monthly and quarterly basis. In addition, make sure you continue to discuss career advancement and how they are tracking.
What is the best way to manage expectations about the longevity of millennials in current roles?
I do not believe Millennials want to jump to new positions. They just want to see the clear path with you and your company.
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