Meet the millennials

21

Conclusion

And finally, you learnt that millennials aren’t the only

Fast forward a year.

generation to worry about. Generation Z are just around the

corner, and by embedding the company in the minds of

That all-too familiar email hits your already swamped inbox.

schools, teachers, and parents, you’re finally getting a head

The subject, “Employee Satisfaction Survey Results”, still

start in priming these young stars and addressing future

gives you the chills. You tentatively hover the mouse over

skills shortages in technology.

the attachment, before opening with a small intake of breath.

The result? Employees are happy.

Change has been rife this year and, lo and behold, it shows.

Employees are happy.

The vast amount historically spent on replacing dissatisfied

workers with unmet needs, or wasted on failed attempts to

There has been a recognition that today’s workforce isn’t

attract millennial talent, is now sunk into better causes. HR’s

quite the traditional, homogenous cohort that it once used to

headache of constant recruitment and resignation has

be, and one size really doesn’t fit all . There has been a

dissipated. Clients are happier as they can now rely on a

genuine focus on embracing and capitalising on these

more consistent delivery team, and the company’s brand

differences to move towards a more harmonised,

image has never looked better. Employees are delivering

generationally diverse workforce.

faster, innovating more and producing higher quality as

As a business leader, this year was one of learning.

they’re voices are being heard. It sure is reflected in this

year’s bottom line profits.

You learnt that millennial workers are coaxed to the

workplace by a distinct set of perks. They really value

And last year’s low employee

culture, especially where sense of purpose is bestowed.

Trust is a huge thing for them. They want to be trusted with

satisfaction score is, quite

the flexibility to determine their own ways of working, and to

literally, a thing of the past.

be trusted to provide their opinions and views through open

communication channels. As for money? It’s no longer the

only item at the top of the list.

You learnt that once they’ve got the job, millennial workers

require quite particular offerings to keep them engaged and

enthused. They’re looking for support and guidance through

mentoring to reach that ultimate goal. Millennials love to see

the bigger picture in life and this is no change in the

Employee satisfaction

workplace. They want to be privy to this and have the ability

to provide their own unique insights.

You learnt that millennial workers, more so than any other

type, need to see particular incentives to make them stick

around. Seeing a transparent path for career progression is

critical, and this starts with offering them a stab at promotion

opportunities before approaching the external market.

Learning is also a must; a job becomes stagnant once

professional development plateaus.

You learnt that millennial workers aren’t the same. Females

and males demand and offer different things. Where females

seem to generally crave career progression, flexibility and

balance, their male colleagues are happier with a good

remuneration package complemented by enough career

advancement opportunities.

© 2017 KPMG LLP, a UK limited liability partnership and a member firm of the KPMG network of independent member firms affiliated with KPMG

International Cooperative (“KPMG International”), a Swiss entity. All rights reserved.

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