Month: August 2018

Communicating with Millennials Continued

Part 2 of 3

 

When explaining important information, such as benefits, specific policies and procedures, and the like, face-to-face communication is best. Eighty-six percent of Millennials say that benefits influence their decision to stay with an employer. However, they do not want to spend time reading to learn about their benefits. Instead of over-stuffed information packets, face-to-face benefits presentations along with short, graphic summary sheets work best. If a face-to-face presentation is not possible, utilizing a video presentation is just as effective.

Summary sheets and videos are effective not only for benefits information, but for all aspects of the on-boarding process and company wide updates and announcements. Building a robust company intranet complete with benefits information, summary sheets, contact lists, videos, and more will keep engaged and everyone else informed.

Next: Text Speak

Communicating with Millennials

Part 1 of 3

While technology has been embraced in most of areas of the corporate world, there are still areas that remain in the “dark ages” of large handbooks, guides, and pamphlets. This is especially true when it comes to employee benefits information or other on-boarding and training materials. And, communication methods remain low-tech at some companies. With more and more Millennials entering the workforce, these methods can lead to a complete communication breakdown.

Millennials are technology dependent. They have no concept of a world without the internet and are more comfortable reading from a computer screen and typing on a keyboard, rather than writing in a notebook. Today, more college students use electronic textbooks than traditional textbooks. When sharing new employee materials or updated information, it is best to do so electronically. Placing employee handbooks, benefits package information, summary sheets, and other important information on a company intranet is ideal for everyone, not just the youngest team members.

Next: Benefits Count

INCLUDING MILLENNIALS

 

Part 3 of 3 – Millennials

You may recall Millennials want diversity in the workplace, flexibility, safety and career security, jobs that nurture their core values and the opportunity to constantly gain new experience.

While this may seem like a tall order, if a company can help cultivate this generation into leaders through mentoring, professional development, and re-recruitment, they will be rewarded with a loyal team member.

Failure to reassess the corporate organization and culture to include Millennials will result in high turnover and a loss of productivity. It will also alienate the next generation of minds who can help change the face of work as we know it.

Next time we share the best way to communicate with the more junior members of the team.

Millennial’s Want to Make a Difference

 

Part 2 of 3

This generation wants to make a difference and is not afraid to work hard to achieve their goals. They yearn to work for a company that they believe in.

Seventy-eight percent of millennials will choose their employer based on its ability to innovate. The current corporate structure in many companies lacks innovation. The attitude that a work day is 8 to 9 hours and performed in a cubicle until working your way up the ladder by putting in unpaid overtime doesn’t cut it.

What do Millennials want from their employer?
• Diversity in the workplace
• Flexibility
• Safety and security in their career
• Jobs that nurture their core values
• Constantly gain new experience

 

Next. Minimizing turnover.

 

Millennials Deconstructed

Part 1 of 3

Demographics in the workplace are rapidly changing. Baby Boomers are retiring. Generation X is moving out of middle management into upper level positions, leaving Millennials to fill their shoes. The youngest members of the workplace have a very different approach to work than any other generation before them.

Millennials have often been called a generation of entitlement. While this is not true, it is easy to understand how they gained this stereotype. Children born between the early 1980’s and the early 2000’s have grown up with technology, full schedules of extracurricular activities, and helicopter parents.

They have also witnessed violence in schools and workplaces and have, many times, seen their parents being laid-off after years of loyal service to an employer. Because of all these experiences, they have a basic belief that there is more to life than work and that work can be performed anytime, anywhere.

Next. What Millennials want.