socbizchat

Listen.

With projections putting them in a position for 18 months before they move up or move on, having a plan for quick moving always developing positions is going to be key.

patiently waiting for @samjoyk's answer here =)

A7: Terrific question, because millennials tend to switch jobs more often, get antsy. A couple of big things, IMO, are important to retaining young talent from this gen:

@MarkSBabbitt Listen and not just brush off.

I don't know that you will be able to retain them, so encourage them and help them build for their next opportunity.

Provide them with ownership of their roles

What I admire most about the #Millennial mindset - for any age - is the idealism. It's better to quit than do unmeaningful work. I L-O-V-E that!

A7b: 1) Create environments where it's ok to be bold, to put forward big ideas even if you're low on the totem pole, and where it's ok to question assumptions and conventional ways of doing things. Basically: allow them to be intrapreneurs

Instill a positive, collaborative, supportive, fun work culture. That'll work for #Millennials and everybody else.

This is not a #Millennial thing. This is a #human thing. We all want to be cared about & listen to.

I was just speaking to a young leader who took 1/2 pay with a startup vs an enterprise b/c the big co was so uninspiring and bureaucratic.

Let them be themselves! Let them think, create, play and learn #millennials

A7c: 2) @tedcoine beat me to it: give them meaning in their work. Doing something that makes a difference is more important than compensation for a lot of this generation

Ask them their opinion and LISTEN to what they have to say - they ARE your target audience - you wouldn't ask a racecar driver legal advice.

How does any company keep its millennial talent? Make work a better, more fulfilling - and challenging - experience!

Provide diverse tasks to constantly keep them learning and engaged

@KristinJPHR great point. Perhaps a great strategy is to create an environment where incoming millennial job-switchers can hit the ground running and be in a good place when they leave 2 years later :)

Employers in the Social Age MUST be relentless givers... or employees will move on to the next opportunity.

Give them a vision of how what they do leads to meaningful things and let them know these are not mechanical tasks

@shanesnow thank you!

TRUST them. Trust that they want what's best for the company and that they have the ability to achieve things when given the opportunity.

@shanesnow @KristinJPHR or give them a new position within your company. Keeping great talent is key. So give them new opportunities before they bounce.

a7: meet them where they're at. Who knew college kids don't read the text books.

Success =understanding the holistic view of workforce with #Millennial @IBMIBV with http://www-935.ibm.c...

Give them the tools. Make the mission clear. Then get the hell out of the way.

A7c: 3) Give them interesting challenges to work on. Even if most of the job is low-level mundanity, carve out time for challenging and rewarding projects

Help #millennials become multi talented so there is always a new avenue to grow in the business

Provide them with FEEDBACK! We want to know how we're doing - good or bad. Forget the annual review - give me a 2 minute daily conversation.

@MarkSBabbitt Totally agree with you! Also trust me to do my job and know that I want to make a positive impact.

@mhannaford @shanesnow that's a great idea but unfortunately I've never worked for a company that just allows me to create positions just to retain talent.

@KristinJPHR "Train your employees so well they can leave, treat them so well they won't want to." - @RichardBranson (again. I'm a fan)

take a chance and tell them WHAT needs to get done, not HOW, there might be some failures but new ways to work will come from this approach

Agree with @MarkSBabbitt It's a HUMAN thing.

Free food! :) Also allowing them to work at there own pace and freedom to get creative and showcase their skills.

@shanesnow Give them jobs to do outside of their everyday work - we have a zillion interests and we will bring every ounce of passion we have to them! Your CEO will thank you later!

It's the same game but different era; imho its about having the modern tools for the job

@samjoyk I think you and are are in sync on this one =)

@JasonEng_ LOL, as usual...

@KristinJPHR Not necessarily creating new positions but redefining their current one with new tasks. I've been at my current company (you would know) and I'm now on my 3rd generation of "tasks".

@samjoyk Ugh... the annual review... another symbol of Industrial Age dinosaurism.

Another simple concept w/ big impact. Give them periodic feedback and ask for their input too. They like a roadmap and want to know if they're on course

@samjoyk The feedback thing is huge. It's not that I'm not smart, but I want to know that I'm moving in the right direction for the business.

@MarkSBabbitt Very true. Even though I'm a little older than a millennial I want to know about my job performance at a minimum of quarterly if not monthly.

@MarkSBabbitt Amen! 2 minute convo, 2 line text, 2 sentence email in the moment = useful. Hour long annual review after the fact = useless.

@JasonEng_ I agree. Weekly meetings are always very valuable for our personal success and help everyone stay on track as well.

Constantly change .. it does not matter if is a new project , new role but don't let us have repeated work on going.

@mhannaford every generation does! Just that millennials are used to saying everything out loud due to growing up with the social megaphone :)

@mhannaford but again not all jobs and companies have the ability to create new tasks, I also don't think that's enough for them. I agree with @tedcoine it's going to come down to how you treat them.

@arianagradow Absolutely, I don't want to be wasting time doing the wrong work or bad work. I don't need hand holding, just feedback on how it's going.

I think too many managers also expect the millennials to adapt and don't realize we may have to adapt to them to retain them. Managers need to realize they can't communicate the same way to each generation

@ConnieBurek > Or email.