Young Talent is looking for Culture Fit- Here's How to Give it to Them

Young Talent is looking for Culture Fit- Here's How to Give it to Them

Millennials are shaking up everything from the bed sheet industry to the housing market. They're often criticized by other generations as entitled and technology-dependent. However, as this generation has taken over more and more of the workforce, a few different trends have emerged.

If you’re trying to attract more young talent to your organization or are curious about how to keep millennials engaged with your employer brand, you need to focus on one thing: Culture. Millennials care about liking where they work. A 2016 article in Fortune found that they would be willing to give up $7,600 in salary every year to work at a job that provided a better environment for them. Some companies try to attract attention with open workspaces, company happy hours, and remote work privileges. Perks are great. They garner a lot of attention. But an optimal millennial workplace is all about transparency and creativity.

The Perfect World

The perfect millennial workplace equips its workers with the tools and flexibility to choose the most effective ways to accomplish tasks. Is Developer 1 more of a night-owl? Offer flexible hours, or even a results only work environment. Does Marketer 2 thrive off of collaboration? Keep your workspace open and hire team members who are ready and willing to brainstorm.

Giving your employees the ability to do their best work on their own terms helps them feel more fulfilled by what they do. It decreases employee turnover and increases employee happiness. It’s a great idea, and some companies can cater to the needs of this growing population. But many don’t have the time or resources to change major company policies. So what do you do?

The Real World

Take a look at your company’s culture as it is today. Would your employees say that they feel empowered to do their work well? Do they feel as though their day-to-day activities make a real impact on your company’s overall well-being? If not, institute a few quick changes to make sure that you’re giving your employees the respect and freedom that they crave.

Work on transparency between managers and staff. Even if you can’t offer Developer 1 a results-only environment, you might be able to let him adjust his work hours to later in the day. Supervisors need the power to communicate directly and openly with staff about tasks, expectations, and deadlines. Once everybody is on the same page, workers can more readily balance their work habits with the needs of the team, creating a more flexible culture.

Further, reward innovative thinking. The millennial talent pool is excited to put its creative energy to use, and they’re going to look for companies that give them the tools to do so. You don’t have to go so far as to make all of your walls whiteboards or switch out your desks for treadmills, but make a few small tweaks to your company’s daily routine to promote a more creative culture.

Make sure that all teams are meeting on at least a weekly basis. Encourage your department heads to make the meetings as collaborative as possible. Every session, ask for ideas from the staff about ways they can have a more productive week or do a better job. Listen, and implement good ideas. Opening up discussion about the way work is completed in the office will help your workforce feel more comfortable offering new ideas on all sides of the business, and acting on small things will help give them ownership of their day-to-day lives.

When it comes to working with millennials, remember the three magic words: culture, transparency, and creativity. Focusing on these things will ensure that you’ll be able to attract the best and brightest young talent to your organization (and keep them too!).

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