Millennials (those born between 1980-2000) are now the largest generation in the U.S. workforce and represent more than one in three workers according to Pew Research Center. And while this generation is growing in size, influence and power within the workplace, many employers, managers and HR departments still find it difficult to recruit and retain next gen talent.
For many leaders at organizations around the country, the challenge is in more effectively engaging Millennial employees and in understanding that their passions, interests and ideas are part of their identity—not just at home or with friends, but also at the office. Through the Millennial Impact Project, we have learned that one key way employers can tap into those interests is by integrating them into the organization’s cause- and service-related issues and projects, which resonate well with this generation. The 2014 Millennial Impact Report, which focused primarily on Millennials’ preferences in the workplace, identified the linkage between a company’s cause-related efforts and the interest of and desire by their Millennial employees to engage in those efforts as part of their employment.
In the newly released report by Achieve titled, “Cause, Influence & the Next Generation Workforce – Six-Month Research Update,” researchers built upon their 2014 and 2015 surveys of Millennials and engagement in the workplace and looked specifically at data on company size and cause work programs as a means to foster workplace engagement. Researchers wanted to know in this six-month update: how participation in company cause work programs are influenced by the existing and structuring of such programs; why companies should consider incorporating cause work initiatives earlier in an employee’s tenure; and the importance of companies preventing participation fatigue. (Note: Reports referenced above are sponsored by the Case Foundation.)
My big takeaway for organizations interested in deeper engagement is that offering service opportunities alone is not enough. Organizations that take their engagement a step further and tailor those opportunities with and for next gen employees are more successful at engaging Millennial employees over the long term.
Based on the findings of this research, here are five practical tips that any team manager or leader who wants to better engage their next gen employees can put into practice—today:
Tip #1: Companies should look to establish service initiatives and volunteer opportunities for Millennial employees—not only to be a socially responsible company, but also to foster a service oriented culture that can align with the employees’ passions and will ultimately help to retain Millennial employees and managers.
Tip #2: Executives and managers should make sure to promote the service-related opportunities and foster awareness about those programs available. This will help to ensure that Millennial employees have the opportunity to be fully engaged.
Tip #3: Consider offering incentives to those who participate in the service-related programs. Make sure that they are incentives that would be appreciated by the employees and managers alike, and are aligned with the service opportunity (e.g., time allowances for staff to volunteer with an organization of their choice).
Tip #4: Consult team members at all professional levels to ensure that the organization’s engagement strategies and offerings resonate with the next gen employees. Suggesting employees donate to an organization selected by the company—without input from the staff—could likely result in disinterested participation and lackluster support from next gen team members.
Tip #5: Engage with employees and involve them early on during their careers with your organization (e.g., orientation or within the first few months). When leaders did not engage employees early on, it often took one to two years for employees to become involved with cause related activities led by the employer.
And finally, as noted in the report: “To truly engage—and retain—their Millennial employees and managers in cause work initiatives for years to come, employers must take the time to learn about what causes employees value, how they want to make an impact, what influences them and what challenges them to continue participating.”
Do you have a tip for how to attract and retain Millennial talent through service related activities? Share it with us on Twitter using @CaseFoundation and #Millennials.