Less than a third of millennials are engaged in their duties at work. Gallup, an analytics company that focuses on the attitudes and behaviors of people in the workplace, defines employee engagement as individuals that are “emotionally and behaviorally connected to their job and company”. Gallup reports that majority of the millennial workforce is checked out when doing their work, meaning they don’t put energy or passion into their job duties. But what has changed and what do millennials want in a job and career? Here are some interesting findings from the report.
1. They value purpose over paychecks
Millennials are more likely to take a job with a lower pay if they believe that this position gives them a sense of meaning. Although pay should be fair and appropriate for the job duties, this isn’t their main motivating factor. Having a strong company brand and culture helps attract millennials and will keep them engaged.
2. They want skill development
A job that helps cultivate, develop, and grow skillset drives this generation. Millennials are more apt to accept a job that they don’t necessarily like if they believe it will allow them to enhance their skills.
3. They want a coach, not a boss
Instead of a taskmaster, millennials want their managers to serve a more supportive and developmental role. Be mindful in how you delegate tasks and deliver feedback, and be sure to view your millennial employees as an ever-evolving asset, rather than a cog in the machine.
4. Regular feedback is crucial
Millennials need to know where they stand in an employer’s eyes.Gone are the days where all feedback was neatly packaged and delivered in an annual review. Reviews should still happen, but feeding back criticisms and praise in real time to millennials will ensure they stay motivated and engaged.
5. Work-Life cohesion
Instead of having two separate lives – one for work and one outside of work – this generation believes that their job isn’t just a career, it’s their life, too. In order to have a fulfilling life, millennials need positions that seamlessly integrate into their personal schedules.
What does this mean for leaders and management? The challenge is two-fold: first, they need to understand how to attract millennial workers and next, they need to understand how to retain their existing millennial employees. Visit our management advice section for further insights on how to create a positive culture and develop an appropriate management style to become this generation’s employer of choice.