How to Attract Millennials to Your Organization

Whether your business is based in New York or Buenos Aires, you need the right people working for you. The problem is that it is becoming increasingly difficult to hang on to talent in the workplace. Research carried out by major employers has indicated that millennials don’t stick around if they are not 100% happy in their job. Instead, they stay for approximately two years and then jump ship in search of more money and better perks. How can you as an employer prevent this from affecting your organization’s growth?
Young people are often in a lot of debt by the time they graduate from a masters in nursing online program from the University of Arizona, even though online study is cheaper than traditional avenues of education. Graduates recognize the fact that need a good job to be able to pay off their student loans, but at the same time, tempted by the lure of big name employers such as Google and PWC, they don’t want their career path to be hindered by a stint in a lesser organization.
Millennials are the largest section of the modern workforce, but they are not evenly distributed. Established companies are often at a disadvantage when pitted against cool new tech startups. Government departments and businesses operating in less attractive niches really struggle to attract and keep talented millennials, which is making them less competitive. So what’s the answer?
Offer Training Resources
Millennials are very career focused. They prize growth and development above material wealth, so you can’t afford to take on a talented millennial and then not offer them plenty of opportunities for career progression and skills growth. There are lots of ways to do this. You could offer employees time off to pursue further education such as a MSN online, or you could provide regular training sessions in the workplace. Both approaches have been shown to be effective.

Be Flexible
A traditional 9-5 working day will not appeal to millennials. They want flexible working hours and the ability to work from home if they choose. Try not to get too hung up on how many hours your young and talented employees are putting in. If they are able to achieve a better life-work balance, the chances are good that you will see much better results.

Offer a Sense of Purpose
A decent paycheck is important, but it is not the be-all and end-all to millennials. Many young people would rather work in a workplace environment where their efforts are rewarded and they feel they are contributing to the bigger picture. Let your employees feel a part of your organization. Include them in the decision making process and be more transparent.

Listen to Feedback

Don’t wait for end of year appraisals. Instead, encourage young employees to give you constructive feedback all year round. Set short-term performance goals and reward people who meet their targets. Employers who are out of touch with what their employees want will miss out when it comes to retaining talent.
Remember, if you want to hang on to millennials, you need to come across as a caring employer. If employees feel appreciated, they will be far more loyal than those who feel taken for granted.