Many Millennials are now in middle management. Although the bookend birth years of the generation vary depending on the researcher and/or media outlet, 1980 to 1994 is the block we use at Tribe to define the Millennial generation. That means the oldest Millennials are now 38.
They’re no longer those fresh college grads expecting an entry-level CEO position. They’ve done stuff. They know things. They’ve maybe even learned how to manage others. They’re valuable employees, not just for their potential but for their experience.
Yet employers are still flummoxed by this generation. How to recruit them and how to retain them remain issues that companies struggle to solve. Now that they’re the largest generation in the U.S. workforce, employers can no longer reduce the issue to throwing up their hands and exclaiming, “These darn kids these days!”
They’re not kids anymore, and they’re not kidding around about what they have to offer. So what does your company have to offer them?
This is a good time to reexamine your employer brand and your employee value proposition. Since Millennial employees (as well as their older colleagues, come to think of it) have more job options than ever lately, it’s worth investing time and money into making your company more competitive in the talent market.
What’s good for Millennials is often good for other generations too. For instance, Millennials value flexibility in terms of when and where they work. So do many Gen X and Boomer employees, whether they’re dealing with growing kids or aging parents or just the desire for work to accommodate the demands of their personal lives.
However, the most important element of the EVP for Millennials is the work itself. Sure, they expect work-life balance and constant feedback and an ethical organization. They appreciate being able to bring their dogs to the office and having a break room fridge stocked with energy drinks.
But the reason they’re drawn to one organization over another, and the reason they will stay or go, is the work they’re getting to do. Are they being challenged with opportunities to grow their careers? Are they given responsibility to run some projects of their own? Are they able to collaborate with other talented people? Do they see the work they’re doing being recognized for contributing to the overall success of the company? And is the vision of this company something that makes them excited to get to work every day?
Interested in defining your employer brand or EVP? Tribe can help.