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Retaining Employees: Four Tips for Motivating Gen Y and Retention of Staff
Imagine this scenario: the brilliant Gen Y you hired less than a year ago came into your office to say he was leaving the company. He explains that he just doesn’t get what he needs in this job. You are shocked. You gave him plenty of time to get his feet wet and assured him that he would have a shot at a leadership position in “no time”. Colleagues shared how they rose through the ranks to current positions through many years of loyalty to the company and occasional long working days. But, there was no reason for him to feel stress or pressure at work. His work schedule is as good as yours and anyone else in the company. What went wrong? You are disappointed and conclude that he feels authorized and had unrealistic expectations.
Sound familiar? This is a common occurrence in today’s generational workplace, especially with Millennials. Thirty percent are expected to hold an average of seven jobs when they’re in their 20s. They move from job to job for two main reasons:
· They see insecurity in the labor market and need to gather skills for their career development.
· They often face barriers in the workplace that block their chance to develop these skills.
Generational differences are to blame. Baby boomer bosses and the youngest employees in today’s workforce are far apart in their interpretation of work ethic, loyalty, and technology. The Society for Human Resource Management found that one of the top three priorities for companies in 2011 will be training managers to address generational differences. It’s not too late to take the frustration out of generational differences in your workplace.
Here are four tips for every manager to help them retain their millennial employees:
Tip #1. Discover the mystery. Explore generational differences and learn about Generation Y. Find help online. Several good books are available, or you can schedule a presentation from a local expert. Demonstrate to all your employees that you know and understand generational differences and similarities. Initiate discussions between your generations. Talk about the differences in terms of generation, rather than young and old workers.
Tip #2. Talk to your millennial employees. You might ask: how is the family? They care more about family and friends than success at work. Find out why it’s so important to them. Be prepared to talk about the parents in ways you normally wouldn’t. Remember that they love and admire their parents. Find out what you have in common. Share stories about your family, friends, and time in the military. If you share your story, keep it brief unless you are asked to say more.
Tip #3. Be transparent. Be absolutely truthful, and even revealing, about what you know and don’t know about them and their technology, their work ethic, and why they dress the way they do. Open yourself to understanding why.
Tip #4. Decide on two things you will learn from millennials and ask for their help. Let them know how much you appreciate their skills and knowledge and their willingness to share. Once they know you’re interested in them, they’ll be more willing to learn from you and grow their careers with your company.
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