The three things millennials want if they are going to work for you
The three things millennials want if they are going to work for you
Leadership expert Adam Kingl believes a new way of thinking is needed to retain and attract Generation Y talent.
Generation Y – or millennials – are likely to have between 15 or 16 employers during their career, as the dynamics of the working world changes rapidly.
But, how can employers make themselves attractive to this fast-growing cohort and, perhaps more importantly, how can they retain and develop new talent once they get it?
Speaking in the closing session of Citywire World of Boutiques Europe, Adam Kingl, a leadership expert and author, said there are three key components that any Gen Y candidate is looking for in a job.
‘I have asked them two important questions: what do you want from an employer, and what are the factors that would attract you? I gave them a bunch of options with a weighted ranking and there were tangible benefits and intangible benefits,’ he said.
Counting down his list, the third most attractive aspect, Kingl said, was development opportunities. He said many companies have complained about development being stymied by the lockdown, but Kingl refused to accept that excuse.
‘There is organic development in allowing people to join senior meetings, for example. I would also recommend coaching or mentoring – it doesn’t have to be any of your direct reports. Also consider reverse mentoring – if they are giving you something back.
‘When we come out of lockdown there are things like secondment, shadowing and international placements. Development can be anything as long as it involves constant growing.’
The second most important thing, he said, was that millennials want to know about the organisation’s culture. Kingl said they need to see what it takes and what it means to be successful within an organisation.
‘Allowing people to sit in on calls which show what success is. The best definition of culture is just two words “shared behaviours”, but you need to be involved to allow that to happen. When I asked people what one question they want to be asked, they said – I want to meet my team and see where my team would sit – so that isn’t macro, it is micro. It is culture.’
The leading demand, according to Kingl’s research, was work-life balance. He said this was a contentious issue, as Baby-boomers, those born between 1943 and 1960, tend to prioritise work against everything else and any demands to change this dynamic are viewed as selfish.
‘This was the most stunning finding I had, as there is semantic discord around this phrase, as different generations have different meanings when they talk about this statement.
‘Baby-boomers believe it refers to a “when statement” and it becomes something about the hours they put in. For Gen Ys it is a “where statement”, don’t chain me to my desk or only allow me to leave when the boss leaves, that’s face-time culture. This pandemic has shown we don’t need that.’
The fact many millennials change jobs multiple times does not mean that they may not return to an employer, Kingl said. ‘People think it is a closed door but it is not. If you can bring them back with more experience and more understanding, then surely that is a good thing?’
