Keeping employees engaged is one of the biggest challenges that face organisations. A challenge that was exemplified by COVID-19; and one that remains as we move into the post COVID-19 world.
However, the level of effort invested in addressing this challenge by organisations, is few and far between. A surprising finding, given the fact that the success of any business relies on its people. While more recently organisations may have invested in short-term “knew jerk” reactions prompted by the pandemic, it is the long-term strategy that is far more important.
While employers typically expect to have loyal and dedicated employees, the reality is, if there is no reciprocal investment in employees, then work dissatisfaction will occur. Dissatisfaction that translates into risk. And alarmingly, there is a growing percentage of millennials who are feeling unsupported and dissatisfied.
Of course, while general work dissatisfaction isn’t generational specific, I’m highlighting millennials for the simple fact that they are the majority of the global workforce. Hence, the risk for employers is the loss of quality millennial talent, declines in workplace productivity, and success. Jeopardizing the future of organisational growth.
The solution begins with management.
Managers have a significant influence in an organisation – in particular, over how an employee feels in their job. Having a poor manager doesn’t just make the lives of employees miserable but impacts adversely on the overall performance of an organisation. It will also make or break a millennials decision about remaining in their workplace. People don’t leave their jobs; they usually leave bad managers – which is why it’s critical to get right.
Millennials want great managers and leaders. People who invest in their professional growth, help them achieve their goals, fulfill their ‘why’ and provide support. The following five best practice management tips can be implemented easily.
1. Create opportunity
Millennials have a want for growth and opportunity. If they see an opportunity to upskill, or value add to their professional development they will dive in. Their career progression matters – so they will want to ensure an organisation can fulfill that.
2. Support their purpose
Passion and purpose are part of millennial makeup. Millennials want to make a difference and are strongly biased towards organisations who are making a social or global impact. Understanding their ‘why’ and providing a sense of purpose, matters.
3. Provide autonomy
Millennials want autonomy, not micro-management. They crave autonomy over what they do, when they do it, how they do it and who they do it with. Which is why they seek out flexible workplaces and leave workplaces that are too rigid.
4. Encourage community
Millennials sense of community and work matters. They prefer to work as a team, value work friendships and being part of a positive, fun culture. The value sense of belonging and being able to contribute as their authentic selves.
5. Give feedback
Millennials want feedback, encouragement, and support. They want to know they are doing things correctly, not wasting time and giving their level best to provide value. They also want their efforts to be appreciated and rewarded – whether in time, flexibility, money or a simple thank you. Showing recognition goes a long way.
Never fail to underestimate the criticality of good management, especially those leading your millennials. Taking time to invest in your management and getting the right manger in place who understands what millennials want and need, will result in improvements in engagement, performance and organisational success.