Employee surveys can tell you a lot about your workforce. But getting to the very specific information you need requires a leap of faith by employees. Specifically, it requires them to give up their anonymity. How can you help them feel comfortable making that leap?
Employers are eager to figure out how to attract and retain Millennials. And for good reason – there are a lot of them. The myth is that they’re the only demographic we need to understand. In our zest to characterize Millennials, have we forgotten some other important people in our workforce?
It may come as a surprise to some, but the very things that attract Millennials to dream companies are the same elements that appeal to older generations.
A mentor can provide an intangible amount of training that can’t be found in a classroom or webinar. It’s been said that nearly 80% of all learning happens informally, through on-the-job experience and help from other employees. As questions or frustrations arise, having a mentor can ensure that employees get answers and issues resolved quickly.
To make the most of those painstakingly assembled benefits packages, employees have to use them. But many – particularly Millennials — are falling behind. A survey from Collective Health of San Mateo, CA found that 72% of 18- to34-year olds are often confused about the benefit options they have.
Millennials have insisted on work-life balance more than previous generations, but that doesn’t mean they’re achieving it. As they have children and moving into managerial roles, they’re learning what their predecessors already know – that work-life balance is hard to realize.
Research shows that employee well-being has a profound effect on organizational performance. Equally important, it’s also the key to attracting Millennials.
Employers typically try to engage employees by responding to issues raised on employee surveys. But experts says that broadening the definition of engagement allows you to impact employees right from the moment of hire.
Free food, nap rooms, on-site gyms… these are just a few of the benefits offered to recruit Millennials. But what if these perks don’t fit your benefits strategy? Luckily, other criteria are just as important to Gen Y workers — but are often overlooked as recruitment tools.
I’m a Millennial with a Ph.D. in industrial-organizational psychology. It can be difficult to know how to handle our presence in the workplace; our reputation precedes us. But when given high expectations and opportunities, I believe Millennials will contribute greatly to an organization.