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Attracting millennials to the workplace
1. They prioritise culture
With millennials comprising an
ever growing, increasingly
Culture is key when millennials are scanning the marketplace for their
next job. How the employer portrays the overall experience of working
powerful proportion of the talent
for them is a key differentiator when they decide which positions to
pool that employers dip into,
apply for.
getting them through the door is
Companies need to focus on cultivating the working conditions that
the critical first step. It’s arguable
foster creativity and morale. Quick wins like introducing a pool table in
that an employee satisfaction
the office, early finish Fridays or allocating time for them to pursue
survey is of limited value when the
personal hobbies during the working day would do the trick.
pool of talent to respond to it is
2. They want to enjoy their working experience
stagnant.
Millennials are the first generation to use the word “fun” to describe
their dream job. They really embody the sentiment that life is too short
to be stuck in a dead end job. As part of our market research, we
asked millennials whether they ever considered a career in technology,
to which a vast number of responses were “no” boiling down to a
perception that it is “boring” or “too manual”. This really hit home that
millennials prioritise enjoyment over all else.
Companies need to focus their efforts on ensuring that from the time
they start their work day to the time they finish, millennials are
enjoying every minute. This might be through holding more frequent
off-site team events or giving them the power to choose to work on
the projects that interest them most.
3. They want open and honest communication
Millennials are brutally honest with each other, and they expect the
same from their employer. They want to feel as though their opinion
matters and that their insights are contributing to a bigger picture that
is allowing the company to develop.
Companies need to adopt a transparent communication policy. For
example, they might want to host a weekly drop-in session with the
leadership team, where even the most junior staff can pose questions
to the C-suite executives. Alternatively, making 360 feedback the norm
means that millennials not only receive honest feedback on a regular
basis but are also empowered to dole it out.
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independent member firms affiliated with KPMG International Cooperative (“KPMG
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