Demystifying Millennial Workers Part 3: How to Become a Powerhouse Workplace for Millennials


The Millennials mystery is finally about to be solved.

Part 1 revealed the differentiating qualities of today’s working generations. Part 2 dissected the reasons you need Millennials working at your company and covered two of the five key drivers of Millennial engagement: autonomy and social connectivity.

So let’s dive right back into it.

Here are the three remaining drivers for becoming a powerhouse workplace for millennial workers today.

3.  Growth Opportunities

Definition: opportunities that expand the production capacity of the employee in a way that benefits the millennial and the company.

A 2012 survey by Adecco showed that 68% of recent graduates considered career growth a professional priority. Tenure is seen as a thing of the past; Millennials believe that if they work hard enough, they can start moving up the corporate ladder immediately.

Engaging Millennials with professional development opportunities can lead to:

  • Faster learning, as long as there is a mutual understanding of growth requirements
  • A results-oriented culture that promotes a much faster growth of skills than was possible for previous generations
  • Increased ambition, as Millennials don’t “wait around” for their turns

But this can backfire. Avoid promoting a culture of entitlement. You don’t want Millennials to believe everyone deserves to advance because they are special. Set challenging goals for your employees and stress positive results as the driver of professional advancement.

4.   Lifestyle Conveniences

Definition: conveniences an employer provides that demonstrates the company cares about the employees as an individual.

Millennials are driven by work they believe in. When Millennials feel valued by their employers, they work harder. At best, they will become an employer brand champion. Offering Millennials meaningful, everyday lifestyle conveniences will:

  • Make employees’ everyday lives much easier, and make them see the employer as key to that ease
  • Encourage Millennials to spend more time at work because she/he won’t have to do as many mundane tasks

One thing to keep in mind: do not to pamper to spoil your employees. Providing lifestyle conveniences is about demonstrating that you value employees, not fostering a sense of entitlement.

5. Purposeful Work

Definition: work that clearly relates to the ultimate output of the company and matters to the individual.

Millennials want to believe in its company’s mission. Not only does a company have to make it’s corporate vision known to the team, but it must communicate how each employee is helping attain it. By offering Millennials purposeful work:

  • Employees will know exactly how their work relates to larger business outcomes
  • Employees unite around a clear, powerful company vision
  • Company core values are seen as exciting, not boilerplate

Be careful not to encourage the “It’s All About Me” syndrome. This is when employees think their personal interests override business goals. When this happens, employees aren’t committed to the company’s long-term goals and likely will make decisions that make themselves feel better but trump sound business decisions.

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Want to know more about how to map out growth opportunities, offer strong lifestyle conveniences, and create purposeful work for your employees? Watch our full webinarDemystifying Millennials: High ROI, Low-Cost Ways to Become a Powerhouse Workplace for Millennials.

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