Ultimate Software’s Millennial Managers, the essential hiring guide is essential reading for anyone looking to attract and retain millennials in higher level positions.
Alarming as it is to those of us born in the 60’s and 70’s, some of the older millennials will be hitting the big 4-0 in the next few years. Feeling old yet? And as they age, they naturally progress in their careers, out of base level jobs and into manager and director roles.
Ultimate Software’s Millennial Managers, the essential hiring guide provides powerful guidance for how to attract and retain millennials in higher level and management positions.
“The arrival of more millennial managers brings even more changes, and nothing in the workplace is safe. From the workplace hierarchy to an emphasis on a work-life balance, millennial managers are working to ensure that they avoid the traps prior generations have been frustrated with on the job.”
As of 2016, a quarter of millennials were in management roles. Millennials experienced a vastly different upbringing, education and access to technology than their older colleagues, and understanding these differences, can unlock the ways to make a culture and environment that Millennials will want to strive in and stay in.
Team work makes the dream work
“For the generation who has grown up with the value of “full-team cooperation” the qualities of an ideal workplace vary drastically from their predecessors.”
Millennial managers grew up in an educational environment that focused on teamwork and group learning and assessments. They take a more pragmatic approach to leading projects, exploring innovations and sharing ideas – believing that success can be achieved either in projects or in personal career growth regardless of job titles. This generation won’t be kept in a neat box, dictated by PDs or titles, but rather will view the corporate ladder as more of a rope bridge, full of lateral moves to increased responsibilities, growth and rewards.
Not just another mouse on the wheel
‘This is the way it’s always been done,’ doesn’t float with the M Crowd. They are the first generation to grow up with access to the internet and unfettered knowledge as the norm, and they know that there is no one size fits all for both individual motivators and as solutions to projects and tasks.
Talk, Don’t Just Tick the Boxes
Millennial managers don’t rely on annual hour-long performance reviews to give feedback to their team, but rather see every day as an opportunity to give formal and informal feedback, and uncover true motivations and sentiments. This continual feedback and two -way communication enables ‘employees to continuously improve and work on their career goals, while engagement in the workplace increases.
When ‘life happens’, it doesn’t mean that work can’t happen too
Millennials are technologically experienced and results-oriented, and recognise that they and their peers can produce great work in places and ways that are vastly different to previous generations’ necessary attachment to the commute and desk and office.
“Employees of all generations appreciate having the option to not take leave every time a life event comes up, and such a remote working policy can often be implemented without incurring large corporate costs.”
Seeing clearly now is not just a Jimmy Cliff song to these 80’s and 90’s babes.
“Growing up in a time when Google was a new invention, millennials quickly adapted to finding information as soon as they wanted it.”
Not only do Millennials want to spend their money with and stay loyal to companies with high transparency, they want to work for them too. Make sure you provide information appropriate to their role that is clear and true, for these Google experts.
Tell me what you want…what you really, really, want!
“Whether it’s offering a flexible work-from -home schedule, unlimited leave, or developing a structured path for growth within the company, you can use these differentiators to attract top talent that is willing to put a lot into your organization.”
The bottom line for attracting and retaining talented millennial managers, is to give them the opportunity to have a stable, growing career, while still being able to enjoy a healthy, happy life/work balance. Do this and they will thrive better than their best nurtured childhood Tamagotchi.
Source
Millennial Managers, the essential hiring guide
Ultimate Software