Here\u2019s what millennials are really looking for in a job \u2014 seven key factors to keep in mind in 2026:<\/p>\n
<\/span>An Opportunity To Advance & Grow<\/span><\/h2>\nPer Harvard Business Review<\/a>, millennials tend to view their current careers as a stepping stone onto new ventures. As result, they value opportunities for growth more than any generation that has come before them.<\/p>\nIt makes sense \u2013 Generation Y doesn\u2019t want to follow in the footsteps of their parents or even their grandparents. They don\u2019t want to remain in one or two careers for their entire life. They want to grow in their current role and prepare for future opportunities, and they don\u2019t want to feel stuck.<\/p>\n
The G Brief tells us that when millennials aren\u2019t offered opportunities to advance, they begin to look elsewhere: \u201ca third of millennials that quit do so because their career goals don\u2019t line up with their position. In fact, lack of opportunities is the number one reason millennials job-hop. Without opportunities grow in-between steps, trainings, and titles, your millennial workers may look to advance their careers by leaving.\u201d<\/p>\n
Chiefly, if your company doesn\u2019t offer opportunities for advancement, then your culture may not appeal to millennials. When an employee feels like you care about their long-term growth, they\u2019re more likely to stay with your organization and tap into the opportunities you offer.<\/p>\n
But another important consideration, as you\u2019ll find out later, is job security. Interestingly, a large portion of millennials cite job security as a key factor as to whether they will still in a job or not. Managers tend to assume that younger workers aren\u2019t looking for security in their jobs, and millennials leave to find new jobs because they don\u2019t think it\u2019s available at their workplace. This is a vicious cycle you need to mitigate if you want to keep more of your employees happy.<\/p>\n
<\/span>Flexibility<\/span><\/h2>\nFortune.com identified<\/a> three things millennials are looking for in a job, and one, unsurprisingly, is the opportunity to grow personally and professionally \u2013 something we just looked at.<\/p>\nAnother important factor is job flexibility. Young jobseekers<\/a> don\u2019t want to land a job only to be inserted into the 9-to-5 grind. They want to be valued for their performance as opposed to their ability to fill eight hours of their day with meaningless busywork.<\/p>\nPer ADP<\/a>, a Bentley University study indicated that 77 percent of millennials believe that a flexible schedule would make them more productive.<\/p>\nBut what exactly does \u201cflexibility\u201d mean to younger employees? Per Inc.com<\/a>, \u201cFlexible work is typically defined by the flexibility in the amount of hours worked, the scheduling of hours worked, the place of work, and how work gets completed.\u201d Why is flexible work so important to millennials? Inc.com tells us that it\u2019s because:<\/p>\n– 40 percent of millennials identify themselves as working parents that want work-life balance.
\n– 70 percent of millennials say the desire to travel is the primary reason to work.
\n– No millennial identified traditional working hours as being the most productive.<\/p>\n
Furthermore, the office was not seen as the optimal environment for productivity.<\/p>\n
The millennial generation has grown accustomed to convenience and efficiency unlike anything that was available only 30 to 40 years prior \u2013 just think of Google, Uber, and Airbnb. If you want to appeal to Generation Y, you\u2019ll need to offer more flexibility \u2013 not just personal and sick days, but also the ability to work from home, so long as their work is being completed satisfactorily. This can be accomplished with the help of video conferencing and\u00a0screen sharing software<\/a>.<\/p>\nSome millennials have important responsibilities outside of work, and others are simply trying to plan for their futures. With this understanding, setting ground rules for work can help them make a clear distinction between work and personal time.<\/p>\n
<\/span>A Sense Of Purpose<\/span><\/h2>\n![\"sense-of-puprose\"](\"https:\/\/zoomshift.com\/blog\/wp-content\/uploads\/2020\/04\/shopping-892811_640.jpg\")
<\/p>\n
Fortune.com also notes that millennials want to be a part of the solution, which is due to their greater sense of self-purpose and interest in social causes.<\/p>\n
Young workers don\u2019t want to work on something just because they were told to \u2013 they want to know why it\u2019s important to the company and how it fits into the grand scheme of things. If you can help them understand what you\u2019re building towards, what the bigger vision of the company is, and how they\u2019re contributing to that purpose, they will feel more at home working for you.<\/p>\n
Peakon tells us that<\/a> salary and financial compensation alone will not encourage millennials to reach for their potential: \u201cThis is proven by the fact that some of today\u2019s most important online resources \u2013 from Wikipedia to Linux \u2013 are open-source systems. These are enriched by people around the world who voluntarily offer their expertise.<\/p>\nNo one gets paid to write for Wikipedia, yet it is one of the world\u2019s leading encyclopedias; available in scores of languages.\u201d They point out that young workers are actively seeking out meaning in their work. While a competitive salary is still important (key point), if they lack purpose, and you lack purpose, they won\u2019t stick around for long.<\/p>\n
Per The Guardian<\/a>, \u201cEmployees who feel like their work creates positive impact are more likely to feel fulfilled, promote their company and stay on the job longer. Studies have shown that inspired employees are almost three times more productive than dissatisfied employees. Imagine what you could do if you could triple your current workforce with inspiration, rather than more hiring.\u201d<\/p>\nCollaboration is a key consideration that will be explored further later. Thanks to the fulfillment and connection it creates between your staff, it can keep them inspired and productive for longer. This is one way you can encourage retention within your organization.<\/p>\n
It\u2019s also worth examining what good your company is doing for the world at large. Younger workers want to see that you are contributing on a grander scale. Deloitte\u2019s Millennial Survey<\/a> showed that six in 10 respondents said \u201csense of purpose\u201d is part of the reason they chose their current employer.<\/p>\nDoes your company have a larger sense of purpose? What values do you stand for? What causes do you support and stand behind?<\/p>\n
<\/span>Job Security<\/span><\/h2>\nMillennials have grown up during the global recession. As result, according to World Economic Forum<\/a>, job security is of utmost importance to young employees.<\/p>\nThis does not mean that they see themselves staying in one role at one company for the rest of their lives, which is how past generations would have defined job security. This might also explain why they put such a great emphasis on skill development, something many will willingly invest their own money into.<\/p>\n
Surprisingly, millennials are taking a long-term view to their working life. That might surprise you based on what you\u2019ve heard about their need for instant gratification. But many are planning ahead by investing into their education and training so they are ready for future opportunities, knowing they will likely have many careers in their lifetime.<\/p>\n
According to StuDocu<\/a>, millennials feel difficult to balance work and study and they appreciate it if companies allow flexible working hours, work remotely from home, and part-time work.<\/p>\nPer Inc.com<\/a>, 87 percent of millennials insisted that job security was the thing they most craved from a job.<\/p>\nThe Wall Street Journal points out that<\/a> the reputation millennials have earned as job-hoppers is actually incorrect. Most go into jobs hoping to find security, and even the youngest of Generation Y are thinking about their future \u2013 buying a home, starting a family, taking vacations, and so on.<\/p>\nThey further add that: \u201cManagers and leaders think job security isn\u2019t important to millennials, and therefore neither offer it nor talk about it as part of the employee value proposition. Millennials, thinking job security isn\u2019t an option where they are, seek new jobs elsewhere where they can at least improve their pay and development opportunities, and think they might have a better shot at job security.\u201d Meanwhile, leaders that recognize the importance of job security can use it as a competitive advantage to attract the best talent possible.<\/p>\n
Does your company offer opportunities for advancement? If not, you shouldn\u2019t be surprised when your younger team members start shopping around for other prospects.<\/p>\n
<\/span>Work-Life Balance<\/span><\/h2>\nWork-life balance could also be thrown in with \u201cflexibility\u201d, but in case you missed the point from earlier, or if you need any clarification, it\u2019s worth addressing again. Per World Economic Forum, \u201cgood work\/life balance\u201d was the number one answer millennials gave when asked what makes them want to stay in a job.<\/p>\n
Millennials know they can work productively from anywhere, thanks to advancements in technology. Meanwhile, many older managers and executive see empty cubicles and wonder what\u2019s going on. They wonder if their employees are willing to put in the work necessary to excel in their jobs. This is where there is a significant disconnect between generations.<\/p>\n
Generation Y doesn\u2019t just want to choose where they want to work from \u2013 they also want to choose when. Per The Washington Post<\/a>, many even said they would forgo a promotion if it meant that they could work in a role that allowed for better work-life balance.<\/p>\nThey also note: \u201cLack of flexibility was cited among the top reasons millennials quit jobs. And nearly 40 percent of young workers, male or female, in the United States are so unhappy with the lack of paid parental-leave policies that they say they would be willing to move to another country.\u201d<\/p>\n
Micah Solomon, President of Four Aces Inc. shares on Forbes: \u201cMillennials have often shared with me their unwillingness to sacrifice their off-work time or to make other lifestyle compromises in return for financial compensation.\u201d He adds, \u201cRegardless of the reason for this attitude, it needs to be taken into consideration by employers today.\u201d<\/p>\n
Solomon goes on to talk about the fact that many young workers want their evenings and weekends free and clear. He also says there isn\u2019t necessarily a catch-all solution, but that it\u2019s important for companies to acknowledge this need, and recognize that it isn\u2019t completely unique to Generation Y. Many jobseekers and employees appreciate and even desire proper work-life balance.<\/p>\n
Is work-life balance a priority in your company?<\/p>\n
<\/span>Collaboration<\/span><\/h2>\nAgain, this might come as a bit of surprise. When you think of Generation Y, you probably think of grown adults retreating into their own smartphone\/texting world, never to look up unless it\u2019s absolutely necessary.<\/p>\n
But WeSpire tells a different story<\/a>: \u201cA positive work environment can help instill a sense of community, create transparency, and encourage collaboration amongst your employees. Millennials in particular want to be involved in the process of building and maintaining a great working culture.\u201d They add that it can be anything from company outings and meetings to encouraging more feedback or rearranging the office. Getting your people involved and moving as a team will help you retain your best talent.<\/p>\nHuffington Post also notes that<\/a> a culture of collaboration is one of the top things millennials are looking for in an employer.<\/p>\nThey add:<\/p>\n
– Generation Y wants to leverage technology to connect with the world. And by the world, we do mean overseas connections.
\n– Some of the best companies blend physical and virtual tools to innovate and encourage a more collaborative environment.
\n– A study from The Wharton School of Business at University of Pennsylvania shows that employees who feel they are working in a loving, caring culture reported higher levels of satisfaction and teamwork, leading to better performance.
\n– Collaboration creates meaningful bonds between employees, resulting in more appreciation for each other.<\/p>\n
As it turns out, tech-involved young employees need human connection just as much as the rest of us. How will you be fostering a collaborative culture within your company?<\/p>\n
<\/span>Personal Device Use & Workplace Technology<\/span><\/h2>\nPer CIO<\/a>, tech-savvy millennials want to be able to conduct work on their own smart-devices.<\/p>\nThey tell us: \u201cMicrosoft found that 58 percent of millennial respondents said they use their own devices to work and 57 percent responded that it\u2019s important to them to be able to use their own device.\u201d Furthermore, many young workers use more than once device at work.<\/p>\n
Additionally, \u201cMicrosoft found that millennials want the ability to use the newest tech to extend their careers. Of those surveyed, 93 percent noted it was important to them to work for a company that has updated technology. And of that 93 percent, 48 percent said it was \u2018extremely important.\u2019\u201d<\/p>\n
But it isn\u2019t just the ability to use their own devices that millennials are looking for \u2013 they also want to work in companies that are forward thinking in their approach to technology.<\/p>\n
It makes sense \u2013 Generation Y doesn\u2019t want to follow in the footsteps of their parents or even their grandparents. They don\u2019t want to remain in one or two careers for their entire life. They want to grow in their current role and prepare for future opportunities, and they don\u2019t want to feel stuck.<\/p>\n
The G Brief tells us that when millennials aren\u2019t offered opportunities to advance, they begin to look elsewhere: \u201ca third of millennials that quit do so because their career goals don\u2019t line up with their position. In fact, lack of opportunities is the number one reason millennials job-hop. Without opportunities grow in-between steps, trainings, and titles, your millennial workers may look to advance their careers by leaving.\u201d<\/p>\n
Chiefly, if your company doesn\u2019t offer opportunities for advancement, then your culture may not appeal to millennials. When an employee feels like you care about their long-term growth, they\u2019re more likely to stay with your organization and tap into the opportunities you offer.<\/p>\n
But another important consideration, as you\u2019ll find out later, is job security. Interestingly, a large portion of millennials cite job security as a key factor as to whether they will still in a job or not. Managers tend to assume that younger workers aren\u2019t looking for security in their jobs, and millennials leave to find new jobs because they don\u2019t think it\u2019s available at their workplace. This is a vicious cycle you need to mitigate if you want to keep more of your employees happy.<\/p>\n
<\/span>Flexibility<\/span><\/h2>\nFortune.com identified<\/a> three things millennials are looking for in a job, and one, unsurprisingly, is the opportunity to grow personally and professionally \u2013 something we just looked at.<\/p>\nAnother important factor is job flexibility. Young jobseekers<\/a> don\u2019t want to land a job only to be inserted into the 9-to-5 grind. They want to be valued for their performance as opposed to their ability to fill eight hours of their day with meaningless busywork.<\/p>\nPer ADP<\/a>, a Bentley University study indicated that 77 percent of millennials believe that a flexible schedule would make them more productive.<\/p>\nBut what exactly does \u201cflexibility\u201d mean to younger employees? Per Inc.com<\/a>, \u201cFlexible work is typically defined by the flexibility in the amount of hours worked, the scheduling of hours worked, the place of work, and how work gets completed.\u201d Why is flexible work so important to millennials? Inc.com tells us that it\u2019s because:<\/p>\n– 40 percent of millennials identify themselves as working parents that want work-life balance.
\n– 70 percent of millennials say the desire to travel is the primary reason to work.
\n– No millennial identified traditional working hours as being the most productive.<\/p>\n
Furthermore, the office was not seen as the optimal environment for productivity.<\/p>\n
The millennial generation has grown accustomed to convenience and efficiency unlike anything that was available only 30 to 40 years prior \u2013 just think of Google, Uber, and Airbnb. If you want to appeal to Generation Y, you\u2019ll need to offer more flexibility \u2013 not just personal and sick days, but also the ability to work from home, so long as their work is being completed satisfactorily. This can be accomplished with the help of video conferencing and\u00a0screen sharing software<\/a>.<\/p>\nSome millennials have important responsibilities outside of work, and others are simply trying to plan for their futures. With this understanding, setting ground rules for work can help them make a clear distinction between work and personal time.<\/p>\n
<\/span>A Sense Of Purpose<\/span><\/h2>\n<\/p>\n
Fortune.com also notes that millennials want to be a part of the solution, which is due to their greater sense of self-purpose and interest in social causes.<\/p>\n
Young workers don\u2019t want to work on something just because they were told to \u2013 they want to know why it\u2019s important to the company and how it fits into the grand scheme of things. If you can help them understand what you\u2019re building towards, what the bigger vision of the company is, and how they\u2019re contributing to that purpose, they will feel more at home working for you.<\/p>\n
Peakon tells us that<\/a> salary and financial compensation alone will not encourage millennials to reach for their potential: \u201cThis is proven by the fact that some of today\u2019s most important online resources \u2013 from Wikipedia to Linux \u2013 are open-source systems. These are enriched by people around the world who voluntarily offer their expertise.<\/p>\nNo one gets paid to write for Wikipedia, yet it is one of the world\u2019s leading encyclopedias; available in scores of languages.\u201d They point out that young workers are actively seeking out meaning in their work. While a competitive salary is still important (key point), if they lack purpose, and you lack purpose, they won\u2019t stick around for long.<\/p>\n
Per The Guardian<\/a>, \u201cEmployees who feel like their work creates positive impact are more likely to feel fulfilled, promote their company and stay on the job longer. Studies have shown that inspired employees are almost three times more productive than dissatisfied employees. Imagine what you could do if you could triple your current workforce with inspiration, rather than more hiring.\u201d<\/p>\nCollaboration is a key consideration that will be explored further later. Thanks to the fulfillment and connection it creates between your staff, it can keep them inspired and productive for longer. This is one way you can encourage retention within your organization.<\/p>\n
It\u2019s also worth examining what good your company is doing for the world at large. Younger workers want to see that you are contributing on a grander scale. Deloitte\u2019s Millennial Survey<\/a> showed that six in 10 respondents said \u201csense of purpose\u201d is part of the reason they chose their current employer.<\/p>\nDoes your company have a larger sense of purpose? What values do you stand for? What causes do you support and stand behind?<\/p>\n
<\/span>Job Security<\/span><\/h2>\nMillennials have grown up during the global recession. As result, according to World Economic Forum<\/a>, job security is of utmost importance to young employees.<\/p>\nThis does not mean that they see themselves staying in one role at one company for the rest of their lives, which is how past generations would have defined job security. This might also explain why they put such a great emphasis on skill development, something many will willingly invest their own money into.<\/p>\n
Surprisingly, millennials are taking a long-term view to their working life. That might surprise you based on what you\u2019ve heard about their need for instant gratification. But many are planning ahead by investing into their education and training so they are ready for future opportunities, knowing they will likely have many careers in their lifetime.<\/p>\n
According to StuDocu<\/a>, millennials feel difficult to balance work and study and they appreciate it if companies allow flexible working hours, work remotely from home, and part-time work.<\/p>\nPer Inc.com<\/a>, 87 percent of millennials insisted that job security was the thing they most craved from a job.<\/p>\nThe Wall Street Journal points out that<\/a> the reputation millennials have earned as job-hoppers is actually incorrect. Most go into jobs hoping to find security, and even the youngest of Generation Y are thinking about their future \u2013 buying a home, starting a family, taking vacations, and so on.<\/p>\nThey further add that: \u201cManagers and leaders think job security isn\u2019t important to millennials, and therefore neither offer it nor talk about it as part of the employee value proposition. Millennials, thinking job security isn\u2019t an option where they are, seek new jobs elsewhere where they can at least improve their pay and development opportunities, and think they might have a better shot at job security.\u201d Meanwhile, leaders that recognize the importance of job security can use it as a competitive advantage to attract the best talent possible.<\/p>\n
Does your company offer opportunities for advancement? If not, you shouldn\u2019t be surprised when your younger team members start shopping around for other prospects.<\/p>\n
<\/span>Work-Life Balance<\/span><\/h2>\nWork-life balance could also be thrown in with \u201cflexibility\u201d, but in case you missed the point from earlier, or if you need any clarification, it\u2019s worth addressing again. Per World Economic Forum, \u201cgood work\/life balance\u201d was the number one answer millennials gave when asked what makes them want to stay in a job.<\/p>\n
Millennials know they can work productively from anywhere, thanks to advancements in technology. Meanwhile, many older managers and executive see empty cubicles and wonder what\u2019s going on. They wonder if their employees are willing to put in the work necessary to excel in their jobs. This is where there is a significant disconnect between generations.<\/p>\n
Generation Y doesn\u2019t just want to choose where they want to work from \u2013 they also want to choose when. Per The Washington Post<\/a>, many even said they would forgo a promotion if it meant that they could work in a role that allowed for better work-life balance.<\/p>\nThey also note: \u201cLack of flexibility was cited among the top reasons millennials quit jobs. And nearly 40 percent of young workers, male or female, in the United States are so unhappy with the lack of paid parental-leave policies that they say they would be willing to move to another country.\u201d<\/p>\n
Micah Solomon, President of Four Aces Inc. shares on Forbes: \u201cMillennials have often shared with me their unwillingness to sacrifice their off-work time or to make other lifestyle compromises in return for financial compensation.\u201d He adds, \u201cRegardless of the reason for this attitude, it needs to be taken into consideration by employers today.\u201d<\/p>\n
Solomon goes on to talk about the fact that many young workers want their evenings and weekends free and clear. He also says there isn\u2019t necessarily a catch-all solution, but that it\u2019s important for companies to acknowledge this need, and recognize that it isn\u2019t completely unique to Generation Y. Many jobseekers and employees appreciate and even desire proper work-life balance.<\/p>\n
Is work-life balance a priority in your company?<\/p>\n
<\/span>Collaboration<\/span><\/h2>\nAgain, this might come as a bit of surprise. When you think of Generation Y, you probably think of grown adults retreating into their own smartphone\/texting world, never to look up unless it\u2019s absolutely necessary.<\/p>\n
But WeSpire tells a different story<\/a>: \u201cA positive work environment can help instill a sense of community, create transparency, and encourage collaboration amongst your employees. Millennials in particular want to be involved in the process of building and maintaining a great working culture.\u201d They add that it can be anything from company outings and meetings to encouraging more feedback or rearranging the office. Getting your people involved and moving as a team will help you retain your best talent.<\/p>\nHuffington Post also notes that<\/a> a culture of collaboration is one of the top things millennials are looking for in an employer.<\/p>\nThey add:<\/p>\n
– Generation Y wants to leverage technology to connect with the world. And by the world, we do mean overseas connections.
\n– Some of the best companies blend physical and virtual tools to innovate and encourage a more collaborative environment.
\n– A study from The Wharton School of Business at University of Pennsylvania shows that employees who feel they are working in a loving, caring culture reported higher levels of satisfaction and teamwork, leading to better performance.
\n– Collaboration creates meaningful bonds between employees, resulting in more appreciation for each other.<\/p>\n
As it turns out, tech-involved young employees need human connection just as much as the rest of us. How will you be fostering a collaborative culture within your company?<\/p>\n
<\/span>Personal Device Use & Workplace Technology<\/span><\/h2>\nPer CIO<\/a>, tech-savvy millennials want to be able to conduct work on their own smart-devices.<\/p>\nThey tell us: \u201cMicrosoft found that 58 percent of millennial respondents said they use their own devices to work and 57 percent responded that it\u2019s important to them to be able to use their own device.\u201d Furthermore, many young workers use more than once device at work.<\/p>\n
Additionally, \u201cMicrosoft found that millennials want the ability to use the newest tech to extend their careers. Of those surveyed, 93 percent noted it was important to them to work for a company that has updated technology. And of that 93 percent, 48 percent said it was \u2018extremely important.\u2019\u201d<\/p>\n
But it isn\u2019t just the ability to use their own devices that millennials are looking for \u2013 they also want to work in companies that are forward thinking in their approach to technology.<\/p>\n
Another important factor is job flexibility. Young jobseekers<\/a> don\u2019t want to land a job only to be inserted into the 9-to-5 grind. They want to be valued for their performance as opposed to their ability to fill eight hours of their day with meaningless busywork.<\/p>\n Per ADP<\/a>, a Bentley University study indicated that 77 percent of millennials believe that a flexible schedule would make them more productive.<\/p>\n But what exactly does \u201cflexibility\u201d mean to younger employees? Per Inc.com<\/a>, \u201cFlexible work is typically defined by the flexibility in the amount of hours worked, the scheduling of hours worked, the place of work, and how work gets completed.\u201d Why is flexible work so important to millennials? Inc.com tells us that it\u2019s because:<\/p>\n – 40 percent of millennials identify themselves as working parents that want work-life balance. Furthermore, the office was not seen as the optimal environment for productivity.<\/p>\n The millennial generation has grown accustomed to convenience and efficiency unlike anything that was available only 30 to 40 years prior \u2013 just think of Google, Uber, and Airbnb. If you want to appeal to Generation Y, you\u2019ll need to offer more flexibility \u2013 not just personal and sick days, but also the ability to work from home, so long as their work is being completed satisfactorily. This can be accomplished with the help of video conferencing and\u00a0screen sharing software<\/a>.<\/p>\n Some millennials have important responsibilities outside of work, and others are simply trying to plan for their futures. With this understanding, setting ground rules for work can help them make a clear distinction between work and personal time.<\/p>\n Fortune.com also notes that millennials want to be a part of the solution, which is due to their greater sense of self-purpose and interest in social causes.<\/p>\n Young workers don\u2019t want to work on something just because they were told to \u2013 they want to know why it\u2019s important to the company and how it fits into the grand scheme of things. If you can help them understand what you\u2019re building towards, what the bigger vision of the company is, and how they\u2019re contributing to that purpose, they will feel more at home working for you.<\/p>\n Peakon tells us that<\/a> salary and financial compensation alone will not encourage millennials to reach for their potential: \u201cThis is proven by the fact that some of today\u2019s most important online resources \u2013 from Wikipedia to Linux \u2013 are open-source systems. These are enriched by people around the world who voluntarily offer their expertise.<\/p>\n No one gets paid to write for Wikipedia, yet it is one of the world\u2019s leading encyclopedias; available in scores of languages.\u201d They point out that young workers are actively seeking out meaning in their work. While a competitive salary is still important (key point), if they lack purpose, and you lack purpose, they won\u2019t stick around for long.<\/p>\n Per The Guardian<\/a>, \u201cEmployees who feel like their work creates positive impact are more likely to feel fulfilled, promote their company and stay on the job longer. Studies have shown that inspired employees are almost three times more productive than dissatisfied employees. Imagine what you could do if you could triple your current workforce with inspiration, rather than more hiring.\u201d<\/p>\n Collaboration is a key consideration that will be explored further later. Thanks to the fulfillment and connection it creates between your staff, it can keep them inspired and productive for longer. This is one way you can encourage retention within your organization.<\/p>\n It\u2019s also worth examining what good your company is doing for the world at large. Younger workers want to see that you are contributing on a grander scale. Deloitte\u2019s Millennial Survey<\/a> showed that six in 10 respondents said \u201csense of purpose\u201d is part of the reason they chose their current employer.<\/p>\n Does your company have a larger sense of purpose? What values do you stand for? What causes do you support and stand behind?<\/p>\n Millennials have grown up during the global recession. As result, according to World Economic Forum<\/a>, job security is of utmost importance to young employees.<\/p>\n This does not mean that they see themselves staying in one role at one company for the rest of their lives, which is how past generations would have defined job security. This might also explain why they put such a great emphasis on skill development, something many will willingly invest their own money into.<\/p>\n Surprisingly, millennials are taking a long-term view to their working life. That might surprise you based on what you\u2019ve heard about their need for instant gratification. But many are planning ahead by investing into their education and training so they are ready for future opportunities, knowing they will likely have many careers in their lifetime.<\/p>\n According to StuDocu<\/a>, millennials feel difficult to balance work and study and they appreciate it if companies allow flexible working hours, work remotely from home, and part-time work.<\/p>\n Per Inc.com<\/a>, 87 percent of millennials insisted that job security was the thing they most craved from a job.<\/p>\n The Wall Street Journal points out that<\/a> the reputation millennials have earned as job-hoppers is actually incorrect. Most go into jobs hoping to find security, and even the youngest of Generation Y are thinking about their future \u2013 buying a home, starting a family, taking vacations, and so on.<\/p>\n They further add that: \u201cManagers and leaders think job security isn\u2019t important to millennials, and therefore neither offer it nor talk about it as part of the employee value proposition. Millennials, thinking job security isn\u2019t an option where they are, seek new jobs elsewhere where they can at least improve their pay and development opportunities, and think they might have a better shot at job security.\u201d Meanwhile, leaders that recognize the importance of job security can use it as a competitive advantage to attract the best talent possible.<\/p>\n Does your company offer opportunities for advancement? If not, you shouldn\u2019t be surprised when your younger team members start shopping around for other prospects.<\/p>\n Work-life balance could also be thrown in with \u201cflexibility\u201d, but in case you missed the point from earlier, or if you need any clarification, it\u2019s worth addressing again. Per World Economic Forum, \u201cgood work\/life balance\u201d was the number one answer millennials gave when asked what makes them want to stay in a job.<\/p>\n Millennials know they can work productively from anywhere, thanks to advancements in technology. Meanwhile, many older managers and executive see empty cubicles and wonder what\u2019s going on. They wonder if their employees are willing to put in the work necessary to excel in their jobs. This is where there is a significant disconnect between generations.<\/p>\n Generation Y doesn\u2019t just want to choose where they want to work from \u2013 they also want to choose when. Per The Washington Post<\/a>, many even said they would forgo a promotion if it meant that they could work in a role that allowed for better work-life balance.<\/p>\n They also note: \u201cLack of flexibility was cited among the top reasons millennials quit jobs. And nearly 40 percent of young workers, male or female, in the United States are so unhappy with the lack of paid parental-leave policies that they say they would be willing to move to another country.\u201d<\/p>\n Micah Solomon, President of Four Aces Inc. shares on Forbes: \u201cMillennials have often shared with me their unwillingness to sacrifice their off-work time or to make other lifestyle compromises in return for financial compensation.\u201d He adds, \u201cRegardless of the reason for this attitude, it needs to be taken into consideration by employers today.\u201d<\/p>\n Solomon goes on to talk about the fact that many young workers want their evenings and weekends free and clear. He also says there isn\u2019t necessarily a catch-all solution, but that it\u2019s important for companies to acknowledge this need, and recognize that it isn\u2019t completely unique to Generation Y. Many jobseekers and employees appreciate and even desire proper work-life balance.<\/p>\n Is work-life balance a priority in your company?<\/p>\n Again, this might come as a bit of surprise. When you think of Generation Y, you probably think of grown adults retreating into their own smartphone\/texting world, never to look up unless it\u2019s absolutely necessary.<\/p>\n But WeSpire tells a different story<\/a>: \u201cA positive work environment can help instill a sense of community, create transparency, and encourage collaboration amongst your employees. Millennials in particular want to be involved in the process of building and maintaining a great working culture.\u201d They add that it can be anything from company outings and meetings to encouraging more feedback or rearranging the office. Getting your people involved and moving as a team will help you retain your best talent.<\/p>\n Huffington Post also notes that<\/a> a culture of collaboration is one of the top things millennials are looking for in an employer.<\/p>\n They add:<\/p>\n – Generation Y wants to leverage technology to connect with the world. And by the world, we do mean overseas connections. As it turns out, tech-involved young employees need human connection just as much as the rest of us. How will you be fostering a collaborative culture within your company?<\/p>\n Per CIO<\/a>, tech-savvy millennials want to be able to conduct work on their own smart-devices.<\/p>\n They tell us: \u201cMicrosoft found that 58 percent of millennial respondents said they use their own devices to work and 57 percent responded that it\u2019s important to them to be able to use their own device.\u201d Furthermore, many young workers use more than once device at work.<\/p>\n Additionally, \u201cMicrosoft found that millennials want the ability to use the newest tech to extend their careers. Of those surveyed, 93 percent noted it was important to them to work for a company that has updated technology. And of that 93 percent, 48 percent said it was \u2018extremely important.\u2019\u201d<\/p>\n But it isn\u2019t just the ability to use their own devices that millennials are looking for \u2013 they also want to work in companies that are forward thinking in their approach to technology.<\/p>\n
\n– 70 percent of millennials say the desire to travel is the primary reason to work.
\n– No millennial identified traditional working hours as being the most productive.<\/p>\n<\/span>A Sense Of Purpose<\/span><\/h2>\n
<\/p>\n<\/span>Job Security<\/span><\/h2>\n
<\/span>Work-Life Balance<\/span><\/h2>\n
<\/span>Collaboration<\/span><\/h2>\n
\n– Some of the best companies blend physical and virtual tools to innovate and encourage a more collaborative environment.
\n– A study from The Wharton School of Business at University of Pennsylvania shows that employees who feel they are working in a loving, caring culture reported higher levels of satisfaction and teamwork, leading to better performance.
\n– Collaboration creates meaningful bonds between employees, resulting in more appreciation for each other.<\/p>\n<\/span>Personal Device Use & Workplace Technology<\/span><\/h2>\n