MANAGEMENT: Why are all my new employees so needy? Why do they quit before their first-year anniversary when we are giving them everything!? Why are their career expectations so high? These “Millennials” are so frustrating!
Your new employee is placing himself into one of these four categories during his entire career with you, however, getting him to the top right box as quickly as possible and keeping him there is your challenge. And, believe it or not, it is very much in your control.
If you're like most organizations, you're scrambling to attract today's professionals. A lot of effort is being put into redesigning office space so they can work in a hip, open environment that encourages communication and collaboration. Companies are offering perks such as free snacks, volunteer days off or unlimited PTO, remote work options and holistic wellness options. They're upping their game on becoming more digitally relevant in social media so that these workers can easily connect and relate to the brand. And it's working. They are hiring more of the people they desire. And yet, they frustrate the heck out of management at best and at worst, leave.
The work environment is important and so is your brand but there are two things required to build and retain a highly productive workforce: a defined learning and growth plan along with structured coaching and feedback.
1. A Defined 1st Year Learning and Growth Plan
A recent Pricewaterhouse Coopers1 survey finds that opportunities for advancement in their careers is by far more highly prized by Millennials than anything else. Providing career-pathing, skills development programs, mentoring, trainings and other professional development opportunities that indicate how to advance in their careers will keep them engaged and contributing to your organization.
Plot your organization on the above 2 x 2.