Dive Brief:

  • Almost half of HR pro­fes­sion­als (48%) report­ed mil­len­ni­als as their largest non-desk work group, but 32% said they are the hard­est gen­er­a­tion among Gen Z, Gen X and baby boomers to engage, accord­ing to research from Speakap. The cor­po­rate social plat­form sur­veyed 250 HR pro­fes­sion­als in the U.S. and U.K. on their use of tech­nol­o­gy to retain and engage employ­ees and their biggest work­force challenges.
  • The sur­vey uncov­ered that mil­len­ni­als val­ue prod­ucts less than mean­ing­ful expe­ri­ences; are ide­al­is­tic rather than prag­mat­ic; are con­tin­u­ous­ly search­ing for per­son­al ful­fill­ment, rather than just a job; and don’t tol­er­ate sub­par expe­ri­ences — from brands deliv­er­ing a cus­tomer expe­ri­ence to employ­ers deliv­er­ing an employ­ee experience.
  • Almost three-fourths of the sur­vey respon­dents said their orga­ni­za­tions cur­rent­ly use tech­nol­o­gy-dri­ven HR ini­tia­tives, and 75% said they have turnover rates aver­ag­ing up to 30% a year. Social­ly engag­ing expe­ri­ences, real-time feed­back and mobile access pos­i­tive­ly impact engage­ment with mil­len­ni­al and Gen Z work­ers, accord­ing to the feed­back, and reduc­ing turnover and improv­ing employ­ee-man­ag­er rela­tion­ships are big­ger HR pri­or­i­ties with Gen Z work­ers than with boomer and mil­len­ni­al workers.

Dive Insight:

Attract­ing and hir­ing tal­ent is only the start of estab­lish­ing a pos­i­tive employ­ee expe­ri­ence. Employ­ers must first make employ­ee engage­ment a pri­or­i­ty, espe­cial­ly among mil­len­ni­als, who are apt to job hop when they feel under­uti­lized. Because mil­len­ni­als were born into the tech age, between 1981 and 1996, employ­ers that keep up with tech­no­log­i­cal advance­ments and pro­vide the lat­est dig­i­tal tools may engage them bet­ter at work. Employ­ers that don’t will have a hard­er time com­pet­ing for tal­ent in gen­er­al, accord­ing to a Har­vard Busi­ness Review Ana­lyt­ic Ser­vices report.

“First and fore­most, com­pa­nies should tap into mil­len­ni­als’ intrin­sic desire for per­son­al ful­fill­ment and a sense of pur­pose,” Erwin Van Der Vlist, Speakap​‘s co-founder and CEO, said in a statement.

Per­son­al­iza­tion report­ed­ly has high appeal among mil­len­ni­als, espe­cial­ly when the con­cept is applied to ben­e­fits. Emi­ly Bai­ley, man­ag­ing prin­ci­pal at OneDig­i­tal, told HR Dive in a 2018 inter­view that there are major dif­fer­ences in how mil­len­ni­als select ben­e­fits. She said younger work­ers are more like­ly to pass on vol­un­tary ben­e­fits and opt for those that meet a more imme­di­ate need, such as tuition reim­burse­ment or remote-work options.

Employ­ers might con­sid­er myr­i­ad options to engage mil­len­ni­als, such as con­nect­ing their orga­ni­za­tion to a cause through cor­po­rate social respon­si­bil­i­ty ini­tia­tives, pri­or­i­tiz­ing career devel­op­ment and pro­vid­ing mean­ing­ful work experiences.

By Valerie Bolden-Barrett

Orig­i­nal­ly post­ed on hrdive.com