With millennials set to comprise 75% of the global workforce by 2025, if they aren’t engaged, what does this mean for the future of your organization?
The facts about millennials in the workplace
Recent research shows a real opportunity for businesses to increase engagement among their millennial workforce.
Job-hopping isn’t a given… Perhaps surprisingly, 62% of millennials say they prefer to avoid changing jobs frequently.
But millennials need to feel connected to their work. Gallup found that 55% of millennials are “not engaged,” meaning they “feel unattached to their existing role or company.” Not only that: 16% of millennials are “actively disengaged.” Only 29% of millennials say they feel engaged at work.
They want to learn. Millennials want the chance to learn at work: 87% say professional development is important in a job.
Having opportunities to learn at work is the most important factor for 59% of millennials who are applying for a job. That’s compared to 44% of Gen Xers and 41% of Boomers.
Other important factors. What else matters to millennials when it comes to their jobs?
Collaboration with coworkers
Technology that improves efficiency and connectedness.
Flexibility in work schedules.
Feedback that’s frequent and meaningful.
5 Ways to Engage Millennials in the Workplace
Try these ways to increase engagement and you’ll not only increase satisfaction and retention among millennial employees — your organization will realize other benefits too.
Provide opportunities for learning and greater responsibility, and your business will become more nimble and adaptable in a changing environment.
Make work (and effective corporate training) more collaborative, and you’ll build an entrepreneurial environment with better teamwork and creative problem solving.
Allow millennials to choose their own technology, and you’ll also learn about the latest tools out there that help increase efficiency.
Offer flexible and remote work opportunities, and you’ll likely attract and retain more millennials while increasing productivity.
Provide frequent feedback and seek out millennials’ input, and you’ll boost motivation and gain their trust.
Learning experience design is a multidisciplinary approach to training that recognizes that most learning happens, not by instruction, but through experience — so the learner leaves with something to remember.