How to Keep Millennials on the Job
One of the biggest challenges facing managers in today’s marketplace is the changing personnel dynamics thanks to one of the biggest inter-generational misunderstandings since the 1960s. Where Boomers and GenXers had their differences, they pretty much understood How Things Are and operated on those standards. It’s different with Millennials. They’re not lazy or indifferent, as some would like to dismiss them. But they are different. They want different things, and they have different priorities. For the most part, these desires are not antithetical to business success, but they may cause today’s managers to rethink some ways Things Are Done, which, in the end, could prove to be a healthy practice. You just need to understand what Millennials want in order to get the most from them. Many Millennials quit their jobs because they don’t fear change. They grew up in an era where the idea of job security was more a punchline than a foreseeable reality. Because of this, Millennials are much less apt to stay in a job they hate just for the “security.” The challenge, then, is to operate in a way they find challenging and compelling. This won’t matter if you are
looking to fill a high-turnover mundane job, but if you want a person for an important business function, you need to let them keep it interesting and personally fulfilling. Millennials like to keep their options open. In this economy, many professionals have learned the hard way not to put all their eggs in one basket. They moonlight, work as a contractor, and build new and additional streams of income. These may never be a full-time gig, but they offer emergency funds or savings if their main job goes south for any reason. Because of that, as a manager, it’s wise to give them opportunities. Most Millennials aren’t looking for a “dream job” they will stay in forever. They are looking for somewhere to make a difference, somewhere they feel appreciated and acknowledged. If you create that sort of environment, you can attract the best of the best. Along the same lines, unless you are after a drone to just do one job one way all the time, you would do well to give your employees opportunities to expand their work experience and skillset. If you don’t, someone else will, so it behooves smart managers to help their employees grow. Jonah Engler is a passionate entrepreneur who loves to keep up with the latest political news.