The workforce is undergoing a major change, with millennials expected to make up 75 percent of it by 2025. Companies that can attract, keep, and make the most of this younger generation’s strengths will be better positioned for success. Born between 1980 and 2000, millennials are known for being confident, open-minded, team-oriented, and tech-savvy. They grew up in a time full of technology, becoming the first generation raised with personal computers and smartphones. Although each generation has its own characteristics, it’s important to remember these differences are not stereotypes of individual personalities.
In the meantime, let’s explore how to use the trends in millennial work preferences to your company’s advantage.
Provide Growth Opportunities
When starting a career, millennials often see each job as a chance to grow and develop. They look for ways to use their skills and seek out opportunities for learning, which could be through mentors, training programs, or projects that help them advance professionally.
Offering mentors helps millennials find a direction in which they can thrive, while also benefiting your company. A mentorship program fuels their desire to learn and provides guidance in their career and personal development. Millennials value feedback and appreciate managers who act as mentors. In fact, 79% of millennials prefer their boss to be more of a coach or mentor in their professional life.
Create a Family-Like Culture
Promoting from within, offering training, and running team development and leadership programs are effective ways to show that your company supports employee growth. Millennials are often seen as job-hoppers, always looking for the next best opportunity. A Harvard Business Review study found that 93% of millennials who left their jobs did so to take a position elsewhere, while only 7% switched roles within the same company. By providing growth opportunities, you can help keep them engaged and reduce turnover.
Millennials often view their coworkers and managers as part of a work family. They value a company culture that feels friendly and inviting. They look for managers who are approachable, give honest feedback, and show appreciation for their efforts. When employees feel valued and connected to their workplace, they take more pride in their work and aim to go above and beyond what’s expected.
As a former intern at Birkman, I experienced firsthand how important that family-like culture can be. Building relationships with the marketing team allowed me to expand my skills and explore my interests in art and design. The close connections I made within the team encouraged my growth and showed me that my contributions were valued, which made a lasting impact on my career.
Offer Benefits That Matter
While salary is important to millennials, it’s not the only thing they care about. Flexible work hours and the option to work from home are at the top of their list. This generation values a healthy work-life balance and appreciates having control over when and where they work. With modern technology, remote work has become much more accessible.
Other perks, like gym memberships, generous vacation time, and unique benefits, can make your company more attractive to millennials. Studies show that offering more vacation time can actually increase productivity and loyalty. Since millennials grew up with technology, they expect these kinds of benefits, which were not available to previous generations.
It’s a good idea to regularly check in with employees about the benefits they find important. Surveys and open discussions can help you gather feedback and make sure your company offers perks that matter to your workforce.
Give Them Meaningful Work
Millennials aren’t satisfied with working just for a paycheck. They want to use their unique skills to make a difference. They’re drawn to companies that not only provide a great product or service but also contribute positively to the world.
If millennials are passionate about what they’re working on, they’re more likely to go the extra mile. By giving them opportunities to take on important projects, such as client presentations or strategic planning, you can keep them engaged and motivated to contribute their best efforts.
At Birkman, we focus on giving back to the community. Each year, we participate in volunteer activities, and this year we’re working with the Special Olympics. I had the chance to organize this event, which gave me a break from my usual tasks and allowed me to work on something meaningful to both the company and the community. This experience helped me grow and gave me a sense of pride in being part of a bigger cause.
Tailor Communications to Their Preferences
Millennials are naturally drawn to technology, so updating your company’s communications with digital tools is a smart move. From the company handbook to policy manuals, making information easily accessible and clear can improve the employee experience.
While you may receive resumes from millennials with limited work experience, focus on their eagerness to learn and make a difference. Millennials bring skills from growing up in a digital world, and they can greatly improve your company if you invest in their development.
Unlike older generations, millennials expect managers to be coaches, offering regular feedback and building personal relationships. Frequent check-ins and personalized advice are key to maintaining a productive and happy relationship with millennial employees.
Looking Ahead
Creating a successful work environment that appeals to all generations requires understanding the different work styles and needs of each group. Tools like The Birkman Method can help identify personality traits and work preferences, allowing managers to better support their teams. By understanding what motivates each employee, companies can foster a culture of growth, collaboration, and satisfaction across the board.
