THE MILLENNIAL EFFECT ON EMPLOYEE ENGAGEMENT

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As of 2015, Millennials have o�cially made their mark in the workforce.

According to the Pew Research Center analysis of U.S. Census Bureau Data, today, more than one in three American workers are Millennials. Millennials have surpassed Generation X to become the largest share of the American workforce.

MILLENNIALS

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Simply put, the Millennial generation is quickly changing the landscape of the workplace environment—especially corporate culture and engagement. It’s important for employers to understand what Millennials want and value and to shift engagement practices accordingly, so all generations in the workforce are empowered to do great work.

• Collaboration

• Work flexibility

• Recognition

• Mentorship

• Social capital

HERE ARE FIVE AREAS WHERE MILLENNIALS ARE AFFECTING ENGAGEMENT:

1. COLLABORATION Consistent communication is vital to employee engagement, and it’s one of the many areas Millennials are a�ecting in the workplace. Millennial employees are just as comfortable collaborating through online programs and applications as they are meeting face-to-face. Employers should keep Millennial communication preferences in mind in order to engage them to produce great work.

Below are some examples of cloud-based tools that organizations are using to keep communication flowing:

HipChat Slack Flowdock WimiGlip

In addition, employers need to use that consistent communication to share their vision and mission statements with Millennials. Making Millennials a part of the vision and mission development process, whether in meetings or through cloud-based tools, can help them feel the meaning behind their work, which increases engagement.

2. WORK FLEXIBILITYLike Millennials entering the workforce, remote work is quickly on the rise. Millennials like the freedom to work where they feel comfortable—which is not necessarily in the o�ce, five days a week. Remote work can help job motivation and at the same time, instill a work/life balance for the employee.

This is key, because a survey by Intelligence Group shows that 88% of Millennials want better-supported work/life integration.

88%

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It should come as no surprise that employees wholeheartedly support flexible scheduling, where the payoffs include higher job satisfaction and commitment to their work, coupled with lower stress and job burnout.

— Irelis Arias

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3. RECOGNITIONJay Gilbert of the Ivey Business Journal explains: “Because Millennials are highly relationship based and require frequent and specific feedback, managers must have the power to reward and recognize when appropriate.” In today’s workplace, effective and consistent recognition is a must-have to engage and retain Millennial employees.

In order for Millennials to be more invested and motivated within their jobs, recognition needs to be specific and present when great work is accomplished.

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4. MENTORSHIPAlong with recognition, Millennials want to be a part of a training and mentorship program. Career growth helps retention rates, and if Millennials feel underappreciated, they’ll be out the door.

The best way to keep Millennials is to invest in them. Managers should take the time to meet one-on-one with employees to find out what skills they would like to develop and make a roadmap on how to best accomplish it. Building and teaching skill sets within an organization is a simple way to make Millennials feel more valued in their careers.

5. SOCIAL CAPITALLastly, Millennials crave good work relationships with their managers and fellow employees. It’s not just working well in teams, but having social capital among members: “the trust, knowledge, reciprocity and shared norms that create a quality of life.” Furthermore, this social capital helps Millennials connect with their teammates on a deeper level, which can increase workplace happiness.

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When social capital is integrated in the right way, it leads to more engaged employees and makes those good teams great.

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In the end, it’s important for management to not only understand the incoming Millennial workforce, but also to adapt in a way that brings about better engagement and motivation and produces great work for the organization.

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O.C. TANNER AND THE O.C. TANNER INSTITUTE

O.C. Tanner, on the FORTUNE 100 Best Companies to Work For® list for the second year in a row in 2016, helps organizations create great work environments by inspiring and appreciating great work. Thousands of clients globally use the company’s cloud-based technology, tools, awards, and education services to engage talent, increase performance, drive goals, and create experiences that fuel the human spirit. Learn more at octanner.com.

The O.C. Tanner Institute regularly commissions research and provides a global forum for exchanging ideas about recognition, engagement, leadership, culture, human values, and sound business principles."

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