The Millennial Generation seems to be a complete mystery to many employers who want to hire them, but don't quite get how to attract or retain them as employees. I have seen many tricks and tips posted all over the place, but there are some that seem to have yet to see the light of day. It seems that other generations forgot the challenges they went through early in their careers and aren't doing much to change it for future generations.
When my dad got hired by a large marketing company to do IT work for them he quickly worked his way into a management position. His boss had some sage advice for him. "Grow a mustache." That was all the management advice he apparently needed. Being a younger person it was assumed people wouldn't respect him and thus he had to change to fit into a previous generations preconceived notions of leadership. When asking him about it, several years post mustache, he told me that "I won't make anyone change who they are to fit a role. Respect doesn't come from a mustache, it is earned."
My dad was treated like a square peg in a round hole and it changed how he viewed the company. A little bit of a change and he fit the mold perfectly and it told him he wasn't a perfect fit without it. With millennials you can use the same analogy, except instead of a square peg imagine trying to fit a star piece through the square hole. It's not that a lot of change has to happen, but rather there are pieces simply missing that don't make it a perfect fit. Millennials as a whole get repeatedly told that they don't fit the mold. It's not that rejection isn't a normal part of the job hunt, but maybe we should reconsider asking a shape to give up on what makes it useful.
1. Stop asking what they want, ask who they are
I have found myself nearly yelling this advice at any business owner who will listen to me. The reason millennials say in employee surveys they want bean bag chairs and ping-pong tables in the work space is because that's what they want, but what about who they are? My office has a ping-pong table, and I love to play, but I never played a single volley at work. The reason being is they asked a more important question, "Who are you?"
Once they found out that I loved to reach people and wanted to change the world they gave me work that focused in that direction. In the interview I was asked tons of questions. None of which were what do you want from us. Some examples were, What makes you tick? If you had to open a business today with no chance of failure what would it be? These questions helped get to the core of who I am and revealed that I was a fit for the company. If you change your message in something as simple as a job description, you can start attracting a different kind of person.
2. Let them take the reins
The millennial generation has been told they can do and achieve anything, then on the first day of work they are told they can do 3 things and achieve a paycheck. Every 6 months I get asked, what is it that you want to do/create that we don't have. They don't just ask, they give it back to me. I put down the first time that I wanted more crazy off the wall assignments. A week later I had custom training sessions on my plate that might have never come my way otherwise. Ask what the business can do to be better, and make it happen. It might be a huge project or the vision might need some work, but let them know it's big and you want to work with them in phases. The key is to let them take the reins on the project. I get told "Let me know what you need to make it happen. Your project is due on X date" That's it, the rest is my vision, but I have someone guiding me to success.
3. Embrace what makes them unique
I'm a trainer for a technology company. There is a certain expectation from trainers, and it's that you have a short haircut, little to no facial hair, and you talk in a politically correct manner. The company I work for embraces that the current expectation isn't necessary. I have long hair, a long beard, and my boss has heard me swear during a training session. I wasn't reprimanded, because I got the result I wanted. My boss embraces that I'm results driven and do what it takes to make that happen. I have been empowered by my employer to make things happen. They don't say "Make it happen." but rather they know I'm going to do what it takes to provoke a response to get someone to learn. When you tell a business owner that their biggest competitor doesn't give a damn about their feelings or their business you can evoke a response. Let millennials drive results. They will screw up, and that's the time to coach them. I made it clear in my interview that at some point I will screw up, I will lose an account, and I will win them one they shouldn't have won otherwise.
The millennials aren't all that different from baby boomers or anyone else. Ask tough questions, push them for greatness, help them achieve their dreams, and millennials will stay.
Looking for more help? Send me an email at pleannah@gmail.com or reach out on Twitter @PeterLeannah
Article Source: EzineArticles.com/9747006
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