Managing millennials

By Marie-Noelle Morency

There are a lot of misconceptions about managing millennials. Like every generation before them, they’ve been shaped by the economic and societal conditions of their youth. Born roughly between 1982 to 2004, their parents raised them to believe if they could dream it, they could do it. They’ve grown up with technology amid massive social changes, such as affirmative action and same-sex marriage.

At Randstad, we take a human-forward approach to the workplace and it’s easy to apply these principles to the millennials you’re hiring, training, and retaining. Ignore the myths and stereotypes you’ve read before and take a positive approach.

1. Culture is important

Many millennials grew up with two parents in the workforce. They observed their parents’ commitment to work – sometimes at the expense of their well-being – as well as the impact of the recession in the early 1990s. As a result, millennials seek out workplaces with supportive cultures where they are valued as individuals and their ideas are heard. If your organization can’t articulate its values and how you support employees, you’ll have a hard time attracting millennials.

The media and some commentators describe millennials as lacking loyalty or shifting jobs too frequently, but this perception misses the larger point: millennials, unlike previous generations, aren’t afraid to leave a job if the organization doesn’t value its employees.

2. Listen to millennials

A good idea can come from anywhere in your organization. Generally, millennials are more comfortable speaking up and expressing their opinions to elders and managers than previous generations. They were raised with less hierarchy and their Boomer parents instilled them with self-assurance and confidence in themselves.

Engaging millennials will ensure your workplace reflects their needs, but it will also help in attracting more millennials to your workforce.

3. Reconsider the traditional career trajectory

Millennials want their work to be interesting and engaging; when a role starts to feel stale, they’ll look for other opportunities. One way your organization can help to minimize turnover is by reconsidering the traditional career trajectory. Are there lateral moves you can offer millennial employees that would allow them to remain within your organization?

Approach this with an open-mind and you’ll start to develop well-rounded talent who understand multiple aspects of your business.

4. Adapt and leverage their ease with technology

While it may not seem human-forward to emphasize technology, we need to take a moment to understand this generation and how they relate to technology. Millennials were the first generation to be born into households with home computers and 94 per cent of Canadian millennials own smartphones.

Millennials view technology as an extension of themselves and expect it to make their lives – at home, work and play – easier. As a result, they’re more likely to seek out companies with the same approach to technology.

Think of it this way: They don’t want to do less; they want to do more in less time. Engage the millennials in your organization to provide input on where your organization could innovate, improve stagnant processes, and boost overall output by automating repetitive jobs. They’ll appreciate the opportunity to share their insight and your business benefits. Win-win.

5. Seek support

Navigating multiple generations can be challenging. While it brings a diversity of thought that can help your organization grow, you may sometimes need external support to make it work. Randstad Canada, the Canadian leader for staffing, recruitment, and HR services can help. As the only fully integrated staffing company in the country, Randstad understands the recruitment needs and demands of employers and job seekers across all levels and industries. Its recruitment experts bring insightful knowledge of local markets and employment trends to support clients in a wide range of sectors nationally.

Marie-Noelle Morency is senior manager, brand and communications, at Randstad Canada. She is based in Montreal, QC. ■