Retooling For Millennials (CONT’D FROM PAGE 18)
A structured approach can work wonders. “I suggest scheduling regular meetings with employees to under- stand why they are staying with the company,” says Av- doian. Encourage Millennials to answer questions such as these: What aspects of the company or your job excite you?; What motivates you to succeed here?; What would make your job more satisfying?; Are you pleased with how we are recognizing and compensating employees?; Are you happy with your work-life balance?; What training would you benefit from?” The answers to such questions can help any employ- er better understand the Millennial mindset and create a workplace responsive to employee needs. “What gets measured gets done,” says Goruk. “Companies which systematize their feedback process will continually im- prove because they are measuring what they are doing. And when they determine they’re not doing as well as they could, they can make refinements that will help them achieve greater success in the future.” (For an assessment of your own workplace, take the quiz at the end of this article, “Are You Millennial-Ready?”) The end result of a properly reengineered business en- vironment will be a highly motivated workforce and a more robust bottom line. “Millennials and Gen Z are bringing tremendous value to the workplace,” says Dorsey. “Rather than seeing them only as young employees, see them as a generation that brings different strengths, perspectives,
tify who they are by their job,” says Avdoian. “They are looking for flexibility in their daily work schedule.” Some are juggling work and children while others are holding down more than one job. Because they have a variety of serious interests which they want to pursue, the usual 9 to 5 expectations may require modification. Manufacturers have a special challenge in meeting the Millennial’s desire for scheduling flexibility. “Manufactur- ing’s uniquely challenged because people have to phys- ically show up,” says Dorsey. “However, there is always something that can be done around the edges. Maybe it’s starting the workday an hour earlier on Friday so peo- ple can get off an hour earlier and feel like they’re get- ting more time with their families. Or maybe it’s bringing on some part-time people to give some hourly flexibility to the full-time employees.” Obtain Feedback This article has highlighted characteristics common to a Millennial-friendly workplace. Perception, of course, can differ from reality. While an employer may feel a workplace meets the needs of Millennials, they may have a different opinion. The good news is that they will offer constructive advice if asked. Indeed, the wise employer will recognize the desire for organizational involvement by Millennials and will reach out for feedback before the high performing ones depart for greener pastures.
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February 1, 2021
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