The face of our workforce is changing:
- Generation Xers are rapidly assuming essential leadership roles.
- Millennials, or Gen Y workers, are being groomed for management.
- And Generation Z? They’re just starting to enter the workforce.
As a manager (especially, ahem, a more “mature” one), you might feel like you need to go back to school – just to learn how to work effectively with these generations.
We can help with that.
But don’t worry – no homework assignments or pop quizzes in this post. Just great tips from your Allentown staffing agency on how to retain, manage and reward younger workers – by providing what they want most:
A. Active feedback.
When you consider their age and relative inexperience, it’s easy to understand why younger generations crave frequent, specific feedback. They may lack confidence in their abilities and want reassurance that they’re “on the right track.” So in addition to regular performance reviews, schedule weekly or monthly meetings to review what they’re doing right – and what they can improve upon. Active feedback not only improves younger employees’ performance; it shows them that you’re invested in their success.
Whether you call it balance, flexibility or work/life satisfaction, it’s huge challenge in today’s workplace. In fact, research shows that over two-thirds of U.S. workers struggle to balance work and non-work obligations – and that lack of balance ultimately contributes to increased turnover.
How can you promote a healthy work/life mix for younger workers? Consider the viability of:
- Flexible start and stop times. These can reduce commute times, reduce child care conflicts and allow time for things like working out or going to a doctor’s appointment.
- Telecommuting. While this may not work for all positions, evaluate options for permitting employees to work at least part-time from home, when appropriate.
- Alternate/compressed work weeks. Options like 4/10 work weeks reduce commuting costs while giving young workers an extra day every week to pursue other activities that they find rewarding.
C. Career progression.
Generations X, Y and Z are on the upswing of their career trajectories. More comfortable with change than previous generations, younger employees are willing to look outside your organization to achieve their career growth goals. In fact, 52% of millennials placed “opportunities for career progression” at the top of their list of what makes an employer attractive. (PwC survey)
The best way to retain younger workers and maximize their value to your organization is by creating clear career paths for them and providing ample advancement opportunities. Meet with promising young employees. Explain your commitment to their development and success. Explore their professional interests and desires, and walk them through potential career trajectories within your organization. Jointly develop multi-year career plans that align with your business objectives, while meeting young workers’ need for growth.
Need help recruiting Generations X, Y and Z?
Give our Allentown employment agency (or your local Berks & Beyond office) a call today! We use a broad range of sourcing tools to ensure timely access to high performing workers in a wide range of industries and positions.