Millennials form the largest generation in the country today, and are dominating the workforce across the globe.
Mostly including twenty and thirty-somethings, millennial generation is one of the most difficult to understand. Having been exposed to rapid technological advancements and economic upheaval, millennials now form a complex workforce.
What motivates millennials, what millennials value, and how they define their experiences are some of the questions that organizations all over the world are struggling to answer. This becomes even more difficult due to lack of data as they largely vary in comparison to people from other generations preceding them.
While the answers are difficult to find, what’s more challenging is finding questions to ask. Many millennial generation experts such as Jeff Butler has spent enough time learning about millennials that they have all the answers handy.
But before you seek a professional millennial generation expert, there are some questions, precisely three, that you, as a manager leading millennial subordinates, should ask yourself. To make it easy for you, we have hinted at the possible answers.
Why are millennials important to your company, and why should you care?
Begin with the basic. You would need to know why your millennial subordinates are important to your organization as well as to your team. It could be for their experimenting attitude, or the fact that they are value-driven, or that they are innovative.
If you look closely, you would realize, most of your subordinates are millennials. And whether you like it or not, they form a critical part of your team which makes it all the more important for you to pay heed to this generation and spend time learning more about it.
What entices millennials to join a company and stay on a job for longer?
Crucial is one word to define this question. Because millennials form a large part of your workforce, you would want to know what entices them in order to hire experts and experienced professionals, and to retain those you already hired.
Proceed by observing millennials and conversating with those in your team. Most millennials are very open about their likes and dislikes. What most of them seek is meaningfulness and growth opportunities. Learning about them would help you manage your team better and draw greater results from them.
How can you attract millennial talent with the aid of social and digital channels?
Millennials are smart-workers who have the most exposure to technology. In fact, they are the ones who have seen the best of both worlds, the tech-loaded world and the tech-free world. Plus, they have an inherent quality of innovativeness. This makes having millennials on board an almost definite shot at success.
Having said that, you can attract millennial talent to your organization using social and digital channels especially Facebook, LinkedIn and Instagram. To connect with millennials on these channels ensure you communicate in a language they understand. Also, as much as possible, make your social channels reflect your company’s culture.
When you are done answering these questions, spend some extra time deciding more questions for yourself. To give you an example, you can ask yourself what deters millennials from accepting a job offer? Then, you can use your own experience interviewing or communicating with millennials for answering this question.