by Andrew Allen, marketing program manager for Saba Software
Millennials, like previous generations, have unique aspirations. For each of the past 5 years, Deloitte has conducted a global survey of Millennials, their values, and their changing roles in the workplace.
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The latest survey found that Millennials will “put their personal values ahead of organizational goals,” and choose employers based on alignment of beliefs. If this is true, and given that many Millennials value things that employers don’t prioritize, how can employers bridge this gap?
Simple—by focusing on the values and objectives that both the organization and Millennials have in common.
1. Focus on Efficiency
Both Millennials and employers value efficiency. No one likes wasting time. From an employee standpoint, getting work done efficiently means they can head home at a reasonable hour to spend time with their family, have flexibility to work on pet projects, and use their working hours on tasks that matter.
Tip: The U.S. Department of Defense provides monetary rewards for employees who help solve operational efficiencies. While money may not always be an option, be creative in giving praise and reward employees who cut through the clutter.
2. Clearly Communicate Your Organization’s Long-Term Vision and Goals
Millennials want to do work that has meaning and makes a positive impact on the world, and they want to work for an organization that shows stability, growth, and a long-term vision. Consider a company that makes software to detect early signs of cancer: Communicating the company’s vision means the difference between an employee who works 40 hours a week finding software bugs and one that stays awake at night thinking about how to improve the algorithm to save more lives.
Elon Musk makes the long-term goals of his companies very clear to his employees. He frequently states that Tesla aims to replace internal combustion engines. It’s no wonder that Millennials will turn down better offers from tech giants like Apple to work for Tesla. In the words of a Millennial Tesla employee: Tesla “isn’t trying to attract talent with free stuff or benefits, it attracts talent through its core belief: are you crazy enough to change the world with us?”
Tip: While your company’s goals don’t need to be as lofty as Tesla’s, making your vision clear will help recruit and retain talent.
3. Professional Development, Skills Training, and Continuous Learning
Millennials want control of their careers and value organizations that place an emphasis on skills and leadership training. Training not only improves their morale, but keeps them challenged, allowing them to address their weaknesses and work more efficiently (see #1).
Tip: Before implementing a new training program, ask employees for input on training subjects. Millennials know what their weaknesses are, and want tips and tools to improve.
4. Work Passionately
Least surprisingly, Millennials want an employer who takes pride in their work. No one wants to spend their lives building products or delivering services that are subpar, or in an organization that lacks passion. Crafting great products doesn’t just help sales, it helps HR too.
Tip: Celebrate wins! If the company got a good review, won an award, or received a great piece of media coverage, share it with your team and celebrate their hard work. Common practices include ringing a gong for sales wins, product launch parties, or public recognition.
Senior leaders wondering how to attract and retain talented Millennials must keep in mind what Deloitte discovered about this generation: they desire organizations that have similar values. Luckily, there is a lot of alignment between what stellar companies and talented Millennials want, and neither party need compromise their goals and values to succeed.
 Andrew Allen is a marketing program manager at Saba, where he leads online demand generation and blogs about leadership, talent management, and corporate culture. |