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Job-hopping millennials: How to make them stay

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Millennials now make up the majority of the workforce, and people from older generations who have worked with them may have a lot to say about these young professionals.  What has been observed about them may have put their demographic in a bad light, but hopping onto the stereotype train and generalising an entire generation doesn’t help understand them much, does it?

To truly have a firm grasp on how millennials are in the workplace, we need to run the numbers. According to a recent Gallup report,  60% of millennials are open to new job opportunities, which classifies them as the generation that’s most likely to leave their current jobs and switch to a new one when they get the chance. A third of them also believe that they will have between two to five employers in their whole career.

It’s reasonably apparent that millennials like to job hop, but being the most educated generation that is suffering from underemployment may have pushed them to do so. They switch jobs to earn higher compensation, gain new skills and have a better-looking resume. However, this kind of professional behaviour doesn’t sit well with employers, which lead them to believe millennials are unstable flight risks who are only interested in getting a higher title at work.

Naturally, this is terrible news for companies that are looking for skilled and loyal employees who can help make the business grow. But as with every problem, one can find a way around it. You can integrate these tips into your employee training strategies and company policies to help keep your millennial employees from switching jobs.

Let them use new technology

Millennials are known to thrive in the use of modern technology, so they are in their element when they are hands-on with the latest devices and tools while working on projects.

Provide an environment that promotes work-life balance

Work can bring in a lot of stress—stress that can be detrimental to your health. Work-life balance will ultimately boost an employee’s performance at work and improve their personal lives.

Millennials should be encouraged to enjoy life outside of work. This could be done by giving more time to focus on personal matters through a flexible work schedule. Team building and fun engagement activities that uplift their spirits and motivate them should be integrated into the company’s program to make sure they stay.

Cultivate a culture of collaboration

Millennials crave a sense of belongingness. So, it would be best to cultivate a culture where employees pitch in and collaborate when completing a project. This will make them feel that they’re a part of an important group and gives them the opportunity to showcase their skills while being productive with their colleagues.

Offer opportunities for career growth

Nobody wants to get stuck in a dead-end job, more so with millennials. This can be a significant reason for millennials to look for jobs elsewhere, so employers should clear a path for them where they can see the projection of their professional growth and realise their career goals.

Assign mentors

Millennials value their relationships with their employer, especially when it’s built around honesty and an open line of communication. This makes them happier while giving them a sense of purpose in an inclusive work environment, which is far more favourable than a corporate policy-strict culture.

Millennials are now powering workforce engines across all industries, so criticising them won’t help both your business and their population. It would be best to address their shortcomings and improve your process to create a favourable work environment that can help them reach their full potential. Make them think twice about looking for another job and make them choose to stay as you grow your business in the years to come.

Job-hopping millennials: How to make them stay

About Jomel Alos

Jomel Alos is a Consultant at Guthrie-Jensen Consultants, a management training and consultancy firm in the Philippines. He enjoys sharing his knowledge on human resource solutions, as well as helping businesses achieve greater growth, competitiveness, and profitability. When he’s not working, he’s watching TV shows about designing like Tiny House Nation, Forged in Fire, and Ellen’s Design Challenge.

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