Ways to Motivate Millennials in the Workplace

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shutterstock_189402992Millennials are the generation born between 1980 and 2000. Currently, they make up almost 33% of the US workforce so one in three employees is a millennial. While millennials are highly educated and technology capable, they are unfortunately the most frequent job hoppers. Studies show that this generation generally stays in one job around 2 years. Employers obviously don’t like the fact that these employees are not loyal to the company and hop on jobs so easily and frequently. Therefore, they constantly look for ways to keep these employees in the workplace. Below are some tips to motivate millennials and make them loyal employees.

  • Mentor Them: Millennials want to develop their skills and therefore, they need some advice and feedback. Keep them on track with frequent feedback. Don’t mandate them what they should do. Explain to them why they should do it. Also, if they want to do a task in a way different than yours and produce the same results, let them do it. Don’t tell them that they should do everything in your way.
  • Offer Flexibility and Mobility: Work flexibility is very important for this generation. Since millennials are very tech-savvy, they prefer to work from anywhere with an internet connection in flexible hours. Also, they want flexibility in their job descriptions. Make a program for them in which they can rotate departments or different offices nationally or globally. Millennials are pretty mobile so they like to explore different places. If you force them to stay in the same environment for a long time or sit at a desk all day long, they will be unhappy and their performance will drop. Thus, let them be flexible and mobile.
  • Invest in Them: Millennials want to grow professionally and advance their skills. They like company training programs or incentives for continuing higher education. They also like new challenges and solving these challenges. Provide them the opportunity to develop and use the new skills they gain by assigning them different projects.
  • Let Them Use Social Media: According to a study made by Cisco, more than half of college students globally (56%) said that if they encountered a company that banned access to social media, they would either not accept the job offer or would join and find a way to circumvent corporate policy. Don’t forget that this generation likes to use social media to demonstrate their personal brand. Instead of banning social media, give them a similar environment such as a corporate chatter where they can keep showing their personal brand at the workplace.


Personal Branding Blog – Stand Out In Your Career

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4 ways to motivate employees from Day One

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You work hard to find, interview and hire the right employees. They have great skills, great experience and a great attitude.

So, once they’re hired, you can just turn them loose, right?

Not so fast. Knowing how to do a job is certainly important, but approaching a job with the right perspective and right mindset means everything.

Never assume the conversations you had during the interview process were enough. They aren’t. Here are four things to do on the very first day to make sure every new employee gets off to a great start:

1. Thoroughly describe how your business creates value.

New employees need to learn how to do their jobs, but first they must thoroughly understand your company’s underlying value proposition and competitive advantage.

No matter what your business, one or two things truly drive results: Maybe it’s quality. Maybe it’s service. Maybe you’re the low-cost provider. Maybe it’s the personal connection you make with each individual customer, and the true sense of community you’ve worked hard to create.

Other aspects might be important, but one or two are make-or-break components.

Download the free white paper, “Creating a Consistent Message,” to discover how to keep your organization’s message and voice on track across all your internal communications platforms.

Start there, and then go further. Explain how their job directly creates value. Explain how their job directly helps your business create and sustain a competitive advantage.

As a new employee, I certainly need to know what to do. More important, I need to know why I do it.

Always start with why. Then you can move on to what.

2. Map out the employee’s internal and external customers.

The new employee may have direct reports. She has external customers, even if she never meets them, and she definitely has internal customers. No job exists in a vacuum; understanding the needs of every constituent helps define the job and the way it should be done.

Explain how the employee will create value for your business while serving all their internal and external customers. Achieving that balance is often tricky; don’t assume new employees will figure it out on their own.

Besides, they shouldn’t have to figure it out on their own.

3. Set immediate, concrete goals-and start giving feedback.

Successful businesses execute. Your business executes. Set that productivity tone by ensuring every new employee completes at least one specific job-related task on his or her first day.

Why? Not only do you establish that output is essential, your new employees go home feeling a sense of personal achievement. A whole day-or week-spent in orientation is boring and unfulfilling and makes the eventual transition to “work” harder.

Focus on training, but make every day a blend of training and accomplishment. Your eventual goal is to train comprehensively by breaking large processes down into manageable chunks.

That way, new employees can immediately see how their role directly connects to creating value for your company. You also get great opportunities to provide immediate, constructive feedback-which helps new employees do an even better job of creating value for your company.

4. Explain exactly why you hired them.

Every employee is hired for one or two specific reasons, but often those reasons get lost in all the fluff of the interview process. (Be honest: It’s nice to find a well-rounded employee, but most of the time you really need an employee who is a superstar at doing X.)

Sit down with new employees, and share the primary reason you hired them. It’s a great opportunity to praise their skills and experience, and praise their attitude and work ethic. What new employee doesn’t like that? More important, you reinforce the connection between their skills, experience, attitude and work ethic and the job you hired them to perform.

Don’t let new employees lose sight of what makes them different. They have qualities and attributes that other candidates didn’t. Explain what those qualities are and how they guided your hiring decision.

Few statements are more motivating and set the stage better than, “I hired you because you are absolutely awesome at X-and we’re all counting on you to crush X.”

A version of this article originally appeared on LinkedIn.
 
Ragan.com

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