Millennials have been called the generation of job-hoppers. However, some employers have found the keys to making them stay with their company.
CAT dealers retain millennials due to awesome benefits and by giving the things they want from a job. Here’s a few ways that CAT dealers get millennial job-hoppers to stick around:
They Pay Well
While this may be a no-brainer, it’s one of the top things millennials want from a job.
Almost 90 percent of them said they would stay at a job for the next 10 years if they got annual pay raises and upward career mobility. They enjoy being recognized for their hard work and want their pay to reflect everything they put into their jobs.
They Get Involved
Millennials want to be proud of where they work, and they expect the business to give back to the community. They want to work for a place that shares their values, like a strong support for the military.
Millennials don’t want their job to be just a job—they want it to be more than that. It’s a representation of who they are as well.
In addition to just showing support or donating to causes, millennials want a company that gets their hands dirty. Doing service like picking up trash, planting trees or hosting events for community members is a big plus for them.
They Give Young Employees Responsibility
If an employee doesn’t feel like they have a stake in the business, they’re going to be inclined to join the likes of other job-hoppers. They want to feel like an essential part of the company. They can’t do that if they’re treated like a grunt for the other workers.
CAT dealers treat all workers as if they’re essential members of the team — because they are. There’s no job that’s considered unimportant. All employees want to feel valued, regardless of their age or how much experience they have. Sure, they might not be a manager or supervisor right away, but they can still be a crucial part of the business.
They Offer Education and Development
Another important thing to know about millennials is the fact that they never want to stop learning. It’s important to them, and they enjoy learning new skills and knowing they can continue to advance in the company.
Offering various programs and classes is something that can attract millennials to the organization. If the company shows they’re invested in them and their potential, millennial job-hoppers are more likely to be invested in the company. They want to be part of a business that encourages them to continue to learn instead of keeping them in the same position for years and years.
Creating in-between titles and steps can also show development. While they don’t have to get a raise every time, a new title makes them feel accomplished and lets them know they’re progressing in their job.
They Reach Out to Millennials
This is a prelude to investing in them.
You can raise awareness through student programs and then show them what the company is all about like Warren CAT does. It gives them a chance to see that the business is one they’re going to want to work for and one that values the talents millennials have.
Reaching out early through educational programs lets them see early on that your company is one that’s going to offer the continued development they want.
They Provide a Good Work-Life Balance
Money may be important, but a good work-life balance could be even more important to some millennials. In this day and age, some jobs can even be done from home with the technology that’s out there. Millennials find their life outside of work to be extremely important.
It’s a great thing to love your job, but no one wants to work 50, 60, or even 70 hours a week. Having a life outside of work with those hours isn’t really feasible, especially if they have a long commute. As an employer, it’s important to understand that they have families and don’t want to spend their entire lives on the job.
They Give Regular Feedback
Millennials respond extremely well to feedback and desire to have it immediately. They like to know regularly how they’re doing, what they’re doing well and what they can improve on. Having frequent feedback meetings with a manager is ideal for them.
They often don’t ask for feedback since they think it might be out of bounds to request it, but it’s high on the list for job wants.
Setting up meetings that are more frequent than the standard annual performance review is a great way to keep millennials engaged. If they’re doing well, they enjoy knowing it, but they also want constructive criticism. They truly want to excel at their job, especially if it’s for a company they love.
Ideally, connect with employees every day, even if it’s just for a minute or two. This keeps them involved and makes them feel like they’re valued. The manager shouldn’t be an out-of-reach person—they should be someone employees talk to and know. That way, the manager is more than just the big, bad boss.
Millennials may have a reputation as job-hoppers, but they’re more than willing to be loyal to a company they respect. Be a company they can admire, and you’ll be the business they want to keep working for.
