They’re looking to settle down, but have high expectations

Frequently characterized as job hoppers, the label is not completely without merit for younger workers. An October 2019 Gallup poll reports Millennials are three times more likely than older generations to have changed jobs in the last year, and they are the most likely generation in the workforce to be looking for a new job.

Why the disconnect between plans to stay longer and shorter tenures? Millennials and Gen Z often end up leaving earlier than planned because they aren’t getting what they want from work – engagement, connection, and a sense of purpose. Gallup reports more than half (55%) of millennials are not engaged at work. Younger generations are motivated by an organization’s mission and purpose, look for opportunities to grow, learn, and advance, and value quality management. If they aren’t getting these things, they look elsewhere for a better option.

How to create an environment where the next generation will thrive

Shaped in large part by their comfort, use, and relationship with technology, Millennials and Gen Z bring a different attitude to the workplace than older generations. They’re accustomed to transparency, sharing, and instant connection. Focusing on the employee experience and keeping workers engaged can bolster attraction and retention, building loyalty and trust among a vital and growing workforce demographic.

If you’re interested in creating a culture that attracts and retains all generations of workers, you should regularly visit and refine the employee experience and engagement at your organization. Employment management strategies that give every employee a clear understanding of how they contribute to the organization’s success coupled with personalized communications, meaningful retention and recognition programs, and deliberate use of interactive technology solutions will help to drive motivation and connection.

How to put these employees to work even after they quit

Despite your best efforts, younger employees will undoubtedly leave your ranks to pursue other opportunities. That doesn’t mean they have to stop working for you. The right offboarding program can turn a potentially disappointing departure into a net positive for your organization by:

• Turning the leaving employee into a potential boomerang: Leaving a job also carries with it a risk, and your departing employee may discover the grass isn’t quite so green on the other side. By making them feel welcome and valued during the offboarding process, these employees may come back at a later date which saves you time and money with recruitment and retraining.
  
  
• Inspiring the employee to become a cheerleader for your organization: To attract new talent, you doubtlessly devote significant resources to recruiting and marketing. But no LinkedIn post will ever match the authenticity of a former employee singing the praises of your organization at an industry mixer or networking event. Leave a good impression with outgoing employees and they may just help you recruit your next irreplaceable team member.
  
  
• Making sure the employee passes the torch before they leave: You hired the outgoing employee to do a job, and you want to make sure those responsibilities continue to be fulfilled even after they leave. A thorough offboarding process makes sure the leaving employee passes on crucial knowledge to the company before cutting the cake at the farewell party.