Millennials are some of the most talented, diligent, hard-working and motivated people in the workforce today. But when it comes to the corporate world, it can be a completely different story. Sadly, many companies are busy treating the millennial generation as if they are still in high school. Not only that, but they are also often shown a lack of respect, as they are often treated as if they are little adults.
The Millennial employee is one of the most difficult employees to motivate, and one of the most desirable. In the workplace, Millennials are the future, and companies need to take advantage of this.
We at Nintendo are all about innovation, and we’ve seen how valuable it is to have gamers in our company. We’re proud of how far we’ve come, but we can always improve. The first step is to hire millennials, who understand the way that the world works and are excited to learn and challenge themselves. As part of our on-boarding process, we provide training for our new hires, and make sure that the process is engaging. We want our employees to be excited about the opportunity to grow and learn on the job, so that they want to stay with us as long as possible.
Studies have shown that the cost of recruiting, training and integrating a new employee is on average 6 to 9 months of salary. This means that one of the main challenges you face as an employer is employee retention. Unfortunately, millennials, commonly referred to as the rebound generation, are not making life easier for employees.
One of the many reasons for this jump is the negative hiring experience, which in turn contributes to the $30.5 billion loss in the U.S. due to turnover among millennials. On the other hand, experts attribute a positive hospitality experience to higher productivity, employee retention and lower employee turnover. Let’s see how we can improve the recruitment process for the younger generation.
Don’t be surprised
The worst experience for a new employee is to arrive fully prepared and discover that the employer is not ready to hire them. As an employer, you should never tell your new employee that: Oh, we forgot you were coming tonight. This suggests that he/she is not that important and that you do not expect him/her to be part of the team.
It is important to prepare in advance and have everything in place for a new employee. Ensure hardware equipment and software references are available prior to arrival. Good training gives a clear picture of how the organization works.
Do it differently! Be unique!
In today’s world, companies use social media to raise their profile and learn more about their potential employees. This information should help you understand your employer’s lifestyle and tastes. Then use the information received to welcome them on their first day of work. A personalized welcome gift, like a notepad or a fun meme on your desk, would be perfect. Your employee should not forget these small creative actions!
A little is a lot
You’ve probably already prepared a complete handout to begin your introductory course. There’s nothing wrong with that, except that this strategy may not work for Millennials and Generation Z, who are experts at filtering information and tend to lose focus quickly.
Effective adaptation programs are structured, strategic and focused on people, not paper. Create short content, such as tutorials, quizzes and videos that last 2-5 minutes. You can also offer small chunks of information and use fun team videos to introduce the culture of the organization. Remember, millennials are looking for connections, mentorship and content that is close to them. This will help them build a relationship with the company.
Working with your current employees
There is no better person to help you with your new Millennials than your current employees. Look for employees who have been with your company for less than two years. Ask them about their implementation experiences and then incorporate some of this feedback into your methods. You can even have your current employees hold welcome meetings and have them interact with new millennials. Getting to know your peers reduces dissonance and creates a sense of belonging.
Explain your expectations
Keep in mind that millennials may be new to the job market and don’t know what to expect from the organization. You can improve the process of welcoming a millennial into your organization by explaining your expectations and taking a relaxed approach from the start. Imagine letting your new employee down because he left an hour early or, out of ignorance, failed to perform a certain task. Stop and think about what the employee will do or think after such a conversation. This is all due to unclear rules and policies.
From the beginning, make sure your new employee has a basic understanding of the culture, vision, roles and responsibilities, work schedules and timeline. Provide information on looks and unauthorized actions. This allows them to approach their new role with confidence, minimize errors, increase productivity and promote employee retention.
The opportunity to learn and develop is one of the most important ways to retain the younger generation. According to a Gallup study, 87% of Millennials consider career growth and development opportunities important in the workplace. It’s best to tell them about growth opportunities during the hiring process. For example, let them B. Know what is required and how long it may take for promotions, employee allowances, etc. Also involve your managers in career discussions and show the young employee how education, training and projects build a portfolio of personal skills.
Clearly, strategic integration is very important in today’s workplace as the employee population continues to change. A poor reception for employees not only leads to a loss of talent, but also to millions of euros in losses. Remember, you can only successfully recruit millennials if you take a structured and strategic approach.
Frequently Asked Questions
How do you engage millennial employees?
Millennials are a challenging group of employees to engage. They are more likely to be self-employed, and they are more likely to be looking for flexible work arrangements. They are also more likely to be working remotely, which can make it difficult to engage them in a traditional way. In order to engage millennials, it is important to recognize their needs. For example, millennials are more likely to be looking for work-life balance. They are also more likely to be looking for flexible work arrangements. What is the most important thing you’ve learned about leadership? Leadership is not about being in charge. Leadership is about empowering others to take on more responsibility.
What are the 4 phases of onboarding?
The 4 phases of onboarding are: 1. Discovery 2. Enrollment 3. Engagement 4. Retention
How can onboarding improve employee engagement?
Onboarding is a process that helps new employees feel more engaged and connected to their company. It includes a variety of activities, such as orientations, onboarding meetings, and training.
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