How do you keep millennial employees with solutions that are also good for you?
At this point, you surely know your "millennial" workers. Initially, we heard many negative things about them: "they don't want to work, you always have to manage them, they want to be bosses right away without having done their classes." However, they also have great qualities: an intuitive knowledge of technology, an ability to question the status quo, an excellent ability to adapt to changes, a strong interest in learning.
More than a generation born between 1981 and 1996, millennials now represent the major portion of your people. You have therefore had to, or will have to, adapt to their needs; otherwise, you will lose your team. And the risk is increased tenfold by the raging Great Resignation, despite excellent opportunities in aero these days.
But what can you do if you haven't already adjusted, or if the pandemic has strained your workforce and you're looking for new ways to improve your offer as an employer?
An important thing to understand from this group of collaborators is that recognition is critical. This Office Team study shows that 76% of millennials would quit a job if they didn't feel appreciated.
I hear you, dear employers: "I can't spend my time telling them they're good and the other benefits are expensive!"
It's true, but some solutions are more interesting than others. They come with a cost but represent an investment for your business rather than "only" an expense. What is it?
Training and accountability. A trusted brand can be a powerful recognition tool, and what better way to SHOW (not say) your recognition than to invest in a collaborator? First, it is a testament to the value of an employee in the eyes of the organization. Then, it will allow them to continue to grow and, therefore, project themselves into the company. And finally, it'll give the employer access to a more competent and motivated team. It's a solid win-win.
And for those who might think to themselves, "I don't have the means to train them if they are likely to leave," we'd reply with this classic: do you have the means to keep them if they aren't well trained?