RECOGNITION, FLEXIBILITY, AND PURPOSE
3 TIPS FOR ATTRACTING MILLENNIAL EMPLOYEES
DITCH THE 9-TO-5 STANDARD Offering more flexible work hours is a start, but if you really want to attract millennials, then your entire work environment should embrace modernity. Have the latest tech and tools for day-to-day operations, offer frequent opportunities for promotions and raises, avoid micromanagement, and give your young employees room to learn and grow. CREATE A SENSE OF PURPOSE More than anything, millennials are looking for some level of personal fulfillment — not just a paycheck. Create a brand story and work culture that expresses a greater purpose for prospective employees to get behind. Set high standards for the culture you want to create and maintain those standards. If you do this right, the talent you’re looking for will come to you. Just because millennials want more flexible work schedules and individual recognition doesn’t mean they aren’t willing to work hard. In fact, the opposite is true. By adapting your company culture to suit their lifestyle preferences, you can make sure your younger employees take an interest in your business and stick around. before. I have to be the best I've ever been. Maybe someone in the audience will take my message home, try it, and get a different result. Maybe that’ll be the spark that gets them going.” Secondly, Zig had been given some insight about the company’s goals from the vice president of sales. Zig did some research and felt that by weaving in some of these components, at least one person in the room would know he took the time to make it personal. Maybe it would inspire them to search out the truth, apply it, and take their life in a new direction. persistency and consistency. Consistency is for the worthy objective you work toward every day, and persistency is how you level up that goal every day. For each speech Zig gave, he studied and prepared for at least three hours. It didn’t matter if it was a speech he’d given hundreds of times. Zig didn’t just practice the same material; he added new elements each time, making it applicable to his audience. His practices of persistency and consistency made him what he was, and they make the perfect formula for success. PERSISTENCY AND CONSISTENCY In this story, Zig illustrated his formula for success:
You might have heard people call millennials lazy, entitled, and afraid of long-term commitments, but that trend is starting to shift. Today, businesses can’t afford to write off millennials because they actually make up a major percentage of the workforce. According to the Pew Research Center, there were 56 million millennials either working or looking for work in 2017, making up 35%
of the labor force. When so much of the country’s available labor is part of one demographic, you must ask yourself this question: How do I get millennials to work for me? CATER TO THE INDIVIDUAL Millennials don’t want to be just another cog in the machine. They want to work somewhere that values their unique skills and lets them use those skills effectively. When seeking millennial talent for your company, highly specific job listings will attract exceptional employees. Once they’re on board, be sure to nurture their skill set. Give them a chance to grow with your company, and they’ll be sure to stick around.
A FORMULA FOR SUCCESS As I shared on the cover, I’ve been fortunate to help the Ziglar family preserve and further Zig Ziglar’s legacy. Today, Zig’s son, Tom, carries on his legacy through giving his own charismatic presentations. In a recent one, Tom shared a story that illustrated how Zig became the incredible businessman and person he was. THE ZIGLAR APPROACH
TAILORED TO THE AUDIENCE Tom’s story takes place during the last 20 years of Zig’s life, when father and son were flying to a speaking event together. Zig planned on presenting some of his classic sales and motivational topics, giving a speech he’d given many times before. As people settled into their seats, waiting for the plane to take off, Zig took a brief nap. As soon as the plane was in the air, though, Zig awoke and began reviewing his speech. Tom was confused. “Dad, what are you doing? You’ve given this speech a thousand times,” Tom said.
So Zig explained, “There are two reasons I’m doing it. First, there are people in that room who’ve never heard me speak
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