May 4th, 2016 | Sterling

Five Ways to Engage Millennials in the Workplace

As the baby boomers retire and edge their way out of the workforce, we are seeing an increasing influx of millennials stepping into the roles left behind. This has evoked a change in culture within many organisations, due to this particular generation often displaying different goals, expectations and career aspirations to their older counterparts.

According to research in 2014 by Deloitte, millennials will make up 75% of the global workforce by 2025. They are tomorrow’s leaders, so it’s vital that employers looking to attract and retain this digital generation really understand what makes them tick. Here are a few top tips on how to keep your millennials engaged at work.

Give regular honest feedback

Ongoing feedback is essential for millennials to feel happy and engaged at work. They are used to constant communication and need to know their work is valued and making a difference to the business, so ensure feedback is honest and given on a regular basis, and not just saved for performance reviews. Remember also that communication is a two-way street, so listen to their point of view as they need to feel their voice is being heard.

Be transparent

Employers expect candidates to be honest and transparent when applying for a job – supported by employment background checks – so you must also extend this transparency to the wider company culture. Millennials are an entrepreneurial generation and hold transparency in high regard. A transparent culture will not only build trust, but enable millennials to feel involved in the business, understand how it operates and how they can play a part in its success. If they feel they work in a transparent environment that promotes trust, opportunity and honesty, they are far more likely to be motivated and engaged.

Place emphasis on career paths and personal development

Millennials need to feel valued at work, and part of this is them knowing that you value their personal and professional growth. They will very quickly become disengaged if they feel they are stuck in a job with nowhere to go. They like to constantly progress, learn and develop, so you need to offer training, define clear career paths and highlight where opportunities lie for them, so they know where they can go next. If you don’t, you could risk losing key talent – according to a 2015 report on generational divides in the workplace, 45% of millennials would quit if they couldn’t see a clear career path at the company.

Make a social impact

The millennial generation want to make a difference to society and expect their employer to do the same. The Deloitte research found that half of the millennials surveyed want to work for a business with ethical practices, so being a socially conscious company could not only benefit the wider community, but it can have a direct impact on the quality of people you recruit, and help to engage them as they will feel you share their values. Invest in CSR initiatives, and provide opportunities for your workers to give something back to the community, whether that be volunteering or donating to a cause they are passionate about – this can also help to instil a sense of pride in their workplace, which all goes towards driving employee engagement.

Promote flexibility

The standard 9 to 5, office-based working week is very quickly becoming a thing of the past. Millennials have grown up in an environment where technology has enabled work to be carried out anytime, anywhere. Younger workers are therefore more likely to be productive and engaged if they are allowed the freedom to work flexibly and create a rewarding work-life balance. Of course, flexible working hours aren’t the sole preserve of millennials – flexibility is an attractive option to most employees – but millennials may view an office environment as somewhat outdated as they have never known a world without internet access and remote working, so don’t necessarily see the need to be tied to a desk to produce great work. In fact, if they start to feel they are being constrained by rigid schedules, any chance of maintaining engagement will be lost. On the other hand, by promoting flexible working and giving them the freedom to set their own schedules, you could see productivity and engagement increase significantly.

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.