{"id":11514,"date":"2018-12-12T06:51:44","date_gmt":"2018-12-12T14:51:44","guid":{"rendered":"http:\/\/recruitloop.com\/blog\/?p=11514"},"modified":"2023-05-10T08:22:32","modified_gmt":"2023-05-10T15:22:32","slug":"5-of-the-best-strategies-to-hook-and-hold-millennials","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/5-of-the-best-strategies-to-hook-and-hold-millennials\/","title":{"rendered":"5 of the Best Strategies to Hook and Hold Millennials"},"content":{"rendered":"<p><span style=\"font-weight: 400;\"><a href=\"https:\/\/www.zippia.com\/employer\/how-to-manage-millennials-effectively-and-keep-them-engaged-at-work\/\" target=\"_blank\" rel=\"noopener noreferrer\">Millennials<\/a> are a product of this world, a force driving new outcomes and goals, the new social contracts. <\/span><br \/>\n<span style=\"font-weight: 400;\">Let&#8217;s just list a few of the major changes you might still be grappling with when dealing with <a href=\"https:\/\/www.zippia.com\/employer\/manage-millennials-8-ways-right-infographic\/\" target=\"_blank\" rel=\"noopener noreferrer\">millennial employees<\/a>.<\/span><\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Careers are not centralized- No longer do you see people doing their utmost to do the daily grind faithfully in just one company. Wherever they can grow, millennials will go.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Networking and who you know- It used to be that the command structure of a <\/span> <span style=\"font-weight: 400;\">company was the be all and end all. Nowadays it\u2019s merely one part among many.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Quick <\/span> <span style=\"font-weight: 400;\">thinking outside the box- No longer is adherence to protocol and rules a necessity. Finding creative solutions is something millennials value and will look to provide.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Solving the problem is best- Not many of them want to make things or just create a product to sell. They instead want to be sure they\u2019re the best at selling a solution to any and all problems.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Let&#8217;s see about how you can secure this much-needed lifeblood for your company and what to do to keep them.<\/span><br \/>\n<span style=\"font-weight: 400;\">How do you get the most out of your millennials?<\/span><br \/>\n<span style=\"font-weight: 400;\">First of all, keep in mind that it&#8217;s not that difficult to do this. You just need to be aware of the fact that the right environment is key to making the most out of your employees and being someone they want to work for and give their best.<\/span><br \/>\n<span style=\"font-weight: 400;\">It might seem daunting, having to switch over to what might seem like a totally new work environment and business practice, but in a lot of ways doing so will help you, as will the<\/span> <span style=\"font-weight: 400;\">millennials<\/span><span style=\"font-weight: 400;\">. Now, let&#8217;s see what steps you can take to ensure this:<\/span><\/p>\n<h2 id=\"1-ensure-growth\"><b>1. Ensure growth<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Today\u2019s job market is a lot more volatile and unstable than the markets of old traditionally were, at least after WWII. That\u2019s why millennials always have this sense of needing to be better and become more appealing as an employee with everything they do.<\/span><br \/>\n<span style=\"font-weight: 400;\">It\u2019s a nearly instinctual thing, born of being raised in very technology-heavy environments, able to talk to and exchange everything from culture to jokes with people all across the world. They think, deep down, that the competition is between them and millions of others.<\/span><br \/>\n<span style=\"font-weight: 400;\">That\u2019s why you might face a problem keeping them interested. Why you might have high turnover rates. They want to progress and if they feel there\u2019s stagnation, they will simply move on.<\/span><br \/>\n<span style=\"font-weight: 400;\">Your best strategy is to let go of the traditional model where anywhere between 3-5 or so years is required for promotion. Instead, be open to giving them enough tasks and duties to let them earn a much faster promotion.<\/span><br \/>\n<span style=\"font-weight: 400;\">\u201cBe open with them about their possible chances and even the most experimental duties you could provide.\u201d &#8211; says Eric A. Johnson, HR Specialist at \u00a0<\/span><span style=\"font-weight: 400;\">Flatfly<\/span><span style=\"font-weight: 400;\">. He continues &#8211; \u201cThey will love it if you actually give them the chance to grow while also doing the best work they can for you.\u201d<\/span><br \/>\n<span style=\"font-weight: 400;\">To give you an idea of why this is important, the concept of the gap year is seen as a hugely important thing for the growth and development of a college student these days, even by colleges, they want to travel to <\/span><i><span style=\"font-weight: 400;\">grow.<\/span><\/i><\/p>\n<h2 id=\"2-form-a-bond\"><strong>2. Form a bond<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">In general, this can be summed up by these following steps:<\/span><\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Interact with them as personally as possible, at work and outside of it;<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Be yourself, to the point of not even fearing to show your employees weakness;<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Care about <\/span> <span style=\"font-weight: 400;\">them as a person, too.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">This is a common misconception and point of confusion for most people. They forget that despite the fact millennials grow up with technology, they still appreciate the human side of<\/span> <span style=\"font-weight: 400;\">things<\/span><span style=\"font-weight: 400;\">, same as the rest.<\/span><br \/>\n<span style=\"font-weight: 400;\">So, show them that you do care about their problems and their worries. Take a hands-on approach in listening to their needs, complaints, their praise and ideas.<\/span><br \/>\n<span style=\"font-weight: 400;\">Make sure to also never shy away from personal contact like social media. Sure, you\u2019re not required to be their best friend, but they do prefer someone they can connect to more than just someone they nod to at work.<\/span><br \/>\n<span style=\"font-weight: 400;\">Believe it or not, this means that even regular performance reviews and meetings about their accomplishments and failure are both appreciated. They much prefer to hear this directly than be reduced to an email recipient, despite their love of all things modern and technological.<\/span><\/p>\n<h2 id=\"3-give-them-purpose\"><strong>3. Give them purpose<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">It\u2019s not a mistake to say that millennials sometimes<\/span> <span style=\"font-weight: 400;\">prefer<\/span><span style=\"font-weight: 400;\"> to play video games to work, even if they need that work badly. Video games are structured to give purpose and rewards, and that\u2019s what you need to think about as well.<\/span><br \/>\n<span style=\"font-weight: 400;\">Plans that involve millennials working for years on end without any tangible benefit simply will not do. They rebel at the mere idea of having to work for years to reach one goal, so change the paradigm.<\/span><br \/>\n<span style=\"font-weight: 400;\">Even if it shakes things up tremendously, allow them to work towards small, but incrementally increasing achievements and raises in both pay check and responsibility, as well as title. Make sure to also set clear goals, since ambiguity makes them suspect foul play.<\/span><br \/>\n<span style=\"font-weight: 400;\">One more thing to keep in mind that\u2019s very crucial is that they need motivation <a href=\"https:\/\/www.zippia.com\/employer\/managing-millennials\/\" target=\"_blank\" rel=\"noopener noreferrer\">beyond the pay check<\/a>. See what their desires and strengths are, what they\u2019d feel most fulfilled doing and then steer them in that direction.<\/span><br \/>\n<span style=\"font-weight: 400;\">Even something as mundane as framing the fact they\u2019re doing document spell checks to help cover for others\u2019 having an issue with something can help. Never shy away from humanizing things and making it all more personal.<\/span><br \/>\n<span style=\"font-weight: 400;\">All in all, we can boil this down to some essential tips:<\/span><\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Make sure they see what they\u2019re doing as valuable<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Always make sure to acknowledge their achievements and triumphs whenever <\/span> <span style=\"font-weight: 400;\">possible<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Let their own values make them more enthusiastic for the job<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Allow them to use their strengths as much as you can<\/span><\/li>\n<\/ul>\n<h2 id=\"4-be-a-mentor-not-a-boss\"><strong>4. Be a mentor, not a boss<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">It may seem insane to even suggest this, but you won\u2019t get anywhere with millennials by playing the stern authority figure. If they feel like they have no power, they lose motivation to try and do anything, let alone give their best.<\/span><br \/>\n<span style=\"font-weight: 400;\">The ideal<\/span> <span style=\"font-weight: 400;\">boss<\/span><span style=\"font-weight: 400;\"> isn\u2019t even one, all things told. Someone who supervises and guides gently, allowing them independence and the ability to work together as needed is someone they will put a 110% in for.<\/span><br \/>\n<span style=\"font-weight: 400;\">Conversely, you will get nothing but headaches and complaints, not to mention resignations, if you hover over them and don\u2019t trust them. Show them the ropes, but then trust them to do the right thing with them.<\/span><br \/>\n<span style=\"font-weight: 400;\">In a word, be their coach. Let them work together as a true team, motivate and push each other and you make sure their form is good as they do so.<\/span><br \/>\n<span style=\"font-weight: 400;\">With all of this in mind, you should have a much better time with your millennial employees. My advice is to never forget their unique desires and needs and to keep respecting those for the best return on investment.<\/span><\/p>\n<p>To learn more about recruiting, check out this article about on-campus recruiting.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Millennials are a product of this world, a force driving new outcomes and goals, the new social contracts. Let&#8217;s just list a few of the major changes you might still be grappling with when dealing with millennial employees. Careers are not centralized- No longer do you see people doing their utmost to do the daily [&hellip;]<\/p>\n","protected":false},"author":288,"featured_media":11516,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[100],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>5 of the Best Strategies to Hook and Hold Millennials - Zippia For Employers<\/title>\n<meta name=\"description\" content=\"In this guest post by Kate Khom, she lists a few of the major changes you might still be grappling with when dealing with millennial employees.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.zippia.com\/employer\/5-of-the-best-strategies-to-hook-and-hold-millennials\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"5 of the Best Strategies to Hook and Hold Millennials - 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