According to the Corporate Executive Board Company (CEB), a best practice insight and technology company, today’s flat organizational structures mean employees spend more time at each job level—roughly 3 more years than they did in 2010. This stalled progression has caused 70% of employees to be dissatisfied with future career opportunities, leading to potentially massive turnover costs.
Ryan Jenkins is an internationally recognized speaker and author who helps organizations better lead, communicate, engage, and market to the emerging generations (Millennials and Generation Z).
Millennials want an employer that fits their lifestyle, personality, and priorities. The death of company loyalty; the rise of remote, flexible, and project-based work; and the plethora of entrepreneurship outlets available today have forever changed the employer expectations of the next generations.
Those employers that adapt and find new ways to cultivate loyalty in Millennials will be positioned for next-generation success. Begin implementing the below tactics to ensure your future leaders fall head over heels for your company.
- Make your career website and application mobile friendly.
- Create an employee blog, and post the authentic insights and thoughts of your employees.
- Create an entertaining video intro to your company, such as “Top six perks you probably didn’t know about our company.”
- Create an entertaining video that goes behind the scenes of the workplace. Millennials appreciate transparency.
- Offer virtual tours. Show where new employees will park, work, eat (surrounding areas outside of work), and what day one will look like.
- Be simple. Don’t use overcomplicated job descriptions, operational diagrams, or compensation plans.
- Turn the online application into an experience. Offer a promotion or coupon as a reward for applying.
- Use images of real employees in all company collateral (e.g., website, marketing). Kill all stock photos and clip art.
- Showcase young leaders in your business.
- Shift roles from an employer to an advisor/advocate. Add value first (like offering tips on how to interview well via a company blog) then ask for their consideration.
- Communicate two to four potential career paths beyond their entry position.
- Specify how your company supports a work/life balance and/or flexible schedules.