The center found five key drivers of millennial employees — and at the top of the list? They want to feel valued at their organizations and invested in their communities.
Jason Dorsey, a speaker and researcher on millennials and Gen Z for the Center for Generational Kinetics, tell the Dayton Daily News how employers can best attract and retain the age group that’s taking over the workforce.
Millennials want to work where innovation happens and hours are perhaps more flexible. How can industries — like manufacturing and trucking — adapt to this new type of worker?
Traditional industries with more traditional structure and hours can adapt in the areas where there is flexibility. We see this most often occur in manufacturing and trucking through communication moving to be digital, easier shift changes via mobile, continuous online learning and talent development, and showing how old line industries are making cutting-edge breakthroughs.
For example, manufacturing has come a long way and the latest manufacturing breakthroughs are incredibly exciting to millennials. Manufacturers must show how they have a welcoming, inclusive work culture, develop employee talent, and work collaboratively to solve problems — these are aspects of workplace culture that millennials love.
Trucking can do the same, especially by better integrating technology when drivers are not driving, and making them feel connected to a mission—such as delivering goods that keep families healthy or cement mix used to build affordable housing.
What are some practical measures companies can take to attract and retain millennials?
Enable text messaging and/or internal company messaging, such as Slack or Workify. Millennials love the instant collaboration. Deliver mobile learning on-demand. Millennials expect to learn at work, so make this easy. Ditch the manuals and get a service like Schoox.
Provide specific examples of the performance that you expect. Phrases like “business casual” means something very different by generation, gender, and geography. Providing a specific example, such as a photo or video, enables the new hire to learn faster, saves management dozens of hours, and allows companies to hold employees accountable. It’s very hard to have accountability without specific examples.
How can companies implement company practices that encourage workers to embrace generational differences? What nationwide companies have done this well?
It starts with recognizing that generational differences are occurring in every industry, from healthcare and technology to manufacturing and service businesses. Ignoring these differences only makes the problems worse and widens the gap leading to more blame. Solve the challenge by showing how every generation, whether millennial, Gen Z, Gen X, or Baby Boomer, bring something valuable to the workforce.
Their skills may look different, but they are each valuable and need to be respected. One generation may have 30 years of experience and another may be able to Snapchat without looking — and we need each one. In fact, legacies are created when you recognize, bridge, and value across generations. That is what we teach managers and leaders how to do.
Learn more about how local companies are attracting and retaining millennial workers in the Sunday edition of the Dayton Daily News. Have more questions about millennials?
Tweet reporter Kara Driscoll at https://twitter.com/KaraDriscollCox
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