India has 400 million millennials contributing to 70 percent of the total household income. If you are building a millennial workforce, here’s what should know and implement.
Are you an adrenaline-filled company that’s “young”, “disruptive” and “innovative”? Then you’re not only serving the millennial class, but you’re also most likely hiring from that same generation.
Our 45-member-team is made up of millennials, through and through. They’re a teamwork-friendly tribe who blend amazingly with diverse coworkers and make friends at their workplace.
As a 26-year old founder, here are my learnings about how to build, retain and scale a millennial team. They’re high performing. They have a can-do-outlook towards their work. They seek feedback on their progress regularly – often weekly and monthly. They don’t hesitate to learn new skills are used to doing a variety of tasks, with an attitude of accomplishing each of them.
They are positive and ready to take the world by storm. India has 400 million millennials contributing to 70 percent of the total household income.
If you are building a millennial workforce, know these learnings. They matter to your millennial workforce.
They want to enjoy their work and workplace. They want to make friends with their colleagues. If your team members aren’t laughing enough, going out for lunch or helping plan the next company event – then it’s a worry. Equally, encourage your older team-members to make room for the millennials.
This creates fodder for the internal branding of your company and allows you to gain attention in their network.
Why wouldn’t you let them take a longer work-break to catch up with a friend over lunch? Flexible work hours allow people to maintain better relationships socially, and with their work. This directly affects the quality of work they achieve, positively. Let your team focus on the quality of work instead of on the number of hours they spend in the office.
This reason being people are more connected and ‘Integrated’ than ever.
They will network with other companies right from their current workplace if their needs are not met. The career-hackers are connected with the world over social media, internet, emails and instant messages. Job searching and looking for freelance opportunities is just a couple of keys away.
You can’t impose loyalty; you can only hope to cultivate it. If your notice periods are long, you might want to reduce them, or at least make them freely negotiable.
The major advantage of attracting and retaining talented people is that it helps us discover industry breakthroughs because of how invested everybody is in the common cause.
What motivates millennials outside of the compensation is an important factor in determining why they would work and for how long.
Providing regular feedback, a flexible atmosphere and upskilling opportunities are vital in keeping them engaged. For business owners and managers, it is equally important to understand that not all the young team members have similar motivation drivers.
In conclusion, technology is no more a mere distraction for your team members. Being digital natives, millennials have witnessed the drastic changes brought about by the technology and are applying technology as an integral part of their work.
(Disclaimer: The views and opinions expressed in this article are those of the author and do not necessarily reflect the views of YourStory.)