This is a big topic and intended to provide a springboard for discussions to increase leadership and engagement outcomes.
71% of millenials are either not engaged or actively disengaged in the workplace – this is a staggering statistic and a subject to be explored.
In reviewing the information in this article, I am super cautious of any of my writing that places an individual or generation into a box. As such I have aligned much of my research with data by Gallup Inc.
MILLENIALS
1980-1996
GEN-XERS
1965-1979
BABY-BOOMERS
1946-1964
TRADITIONALISTS
1900-1945
Many view the millenial generation as “Job-Hoppers”, with 6 in 10 open to different job opportunities. 50% plan to be with their company one year from now and 21% have changed jobs
within the last year.
Comparing the generations and the research conducted, millenials have the lowest level of customer engagement. When asked, they do not believe companies make good on their promises, with only 41% strongly agreeing that the company always deliver on their promises.
Millenials understand their opportunities and have been encouraged to focus on their worth and opportunities. Companies have always been placed with challenges to keep staff happy and loyal, so where to from here?
Some advice on how to lead and engage:
- Tie millenials’ roles to purposes that are important to them
- Connect millenials’ roles to the roles of their coworkers
- Make it clear to millenials that there are opportunities for them to switch roles and advance within their company instead of having to leave it altogether
- Managers should look for opportunities to promote friendships within the workplace
- Managers need to provide recognition
- Millenials don’t necessarily want fun at work — they prefer to find their own fun as consumers
- Millenials are likely to stay when they are engaged — both as employees and as customers
- Millenials yearn feedback and to be treated like an individual
Should you wish to explore this topic further I welcome a broader discussion.
Cath Baker
