3 Best Practices for Recruiting, Retaining and Motivating Millennials

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(Newswire.net — August 15, 2017) — Several years ago, the HR world was fixated what to do when the Millennials arrive, and unleash a demographic force in the likes of which the labor market has never seen.

Well, the good news for some folks in the HR space is they don’t have to worry about reading yet another article or book about the “oncoming Millennial horde.” The bad news is that’s because the horde is here!

Indeed, just as predicted, Millennials are now the largest cohort on the business landscape, surpassing Boomers (Generation X and Z aren’t even in the race for top spot). That means businesses of all sizes, from small startups to large enterprises, need to find smart and cost-effective ways to recruit, retain and motivate Millennials; not just to boost profitability, but to ensure survival.

Considering this, here are three best practices to attract and keep Millennials in the fold, and keep businesses competitive and afloat.

1. Hierarchy and politics are out; democracy and inclusivity is in. 

Forcing Millennials to steadily climb the corporate ladder and navigate the political pecking order so they can enjoy perks like corner offices or enhanced health benefits is anachronistic, counter-productive, and just plain wrong (kind of like rapping grandparents). Millennials are very value-driven, and respond immediately to clear demonstrations and expressions of democracy and inclusivity.

2. Cubicles are out; open offices are in.

Office design is another key area that influences Millennials’ engagement — or lack thereof. Cubicles aren’t just costly, but as studies show, they’re universally loathed by employees (and with good reason). And as for the recent backlash against open offices because they’re too noisy, messy or even smelly: this is not a problem with design, but is due to lack of planning and especially policies. Businesses that put together a set of fair, common sense rules and enforce them are more than happy with their open office approach, and so are their employees: Millennials and non-Millennials alike!

3. 9-5 is out; flex time is in. 

Ok, so maybe unlimited vacations are not such a good idea — at least not for all businesses in every sector. But dialing things back to circa 1950 with a 9-5 workday isn’t the answer either; especially since a great deal of work can be done remotely, such as answering emails, updating project data, and so on.

The Bottom Line

The Millennials are here, and over the next few years, they’re going to firmly install themselves in middle and senior management positions. It’s a numbers game, and Millennials hold some pretty powerful cards. Businesses that embrace the best practices above put themselves on the road to becoming an employer of choice. Those that don’t will continue struggling to attract and keep the trainable and talented people they need to succeed today — and survive tomorrow.