When it comes to managing the members of the Generation Y, we’ve all heard of the conventional wisdom that holds that Millennials are entitled, easily distracted, impatient, self-absorbed, lazy, and unlikely to stay in any job for long, but on the positive side, they’re also looking for purpose, feedback, and personal life balance in their work. Companies of all kinds are obsessed with understanding them better and to find the right ways to motivate them. Admittedly, we’re one of them. And since we think that you might be too, let us share with you an article about managing millennials that helped us.
Google, Disney, SAS Institute, Edward Jones, Salesforce. What do all of these companies have in common you may ask? They are all on the top 10 list of best companies to work for in 2015 according to Fortune. They are also organizations with high levels of employee engagement, not to mention successful to a tee.
In this day and age, having a loose plan for engagement just doesn’t cut it. There are a variety of steps in between: research, strategy discussion, leadership selection, program creation, implementation, etc. In order to really delve into the disengagement dilemma, it’s necessary to have a solid understanding of who is not engaged and why for starters.
A recent Gallup report identified Millennials, or workers aged 18-34, as being the least engaged generation in the workforce. While you may think it’s because this selfie generation is too busy sending snapchats or trolling on Instagram while at work, think again.
According to the study, the reason only 29 percent of Millennials are engaged with their work in the U.S. is because they are not landing their dream jobs, and they are not being provided the opportunity to use their skillsets. As a generation that was primed to believe that they could do anything they wanted to do or be anyone they wanted to be, the fact of the matter is that they are facing a harsh reality.
Additionally, Ivey Business Journal highlights that Millennials also report a demand for increased recognition, career advancement, civic engagement, and a desire for performance feedback.
Nicknamed the “job hopping generation,” Millennials are quick to judge any organization not in line with their values or future goals. By giving Gen Y the tasks, recognition, corporate social responsibility, and advancement opportunities they crave, you will be doing a favor for your organization-not just accommodating a handful of younger folks that work for you, but preparing for the Millennial workforce surge forecasted in the near future as more and more Millennials graduate and start their trek out into the new world.
(This article first appeared on Perks.com incentives blog.)
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