Millennials Want Your Investment

Millennial, Colonial Life, The BeneChoice Companies, Stacia Robinson, insurance, education, community, contribution, employer, employee, benefit, benefits, benefit administration, benefit administrator, life, health, accident, long term disability, workers compensation, planning, The BeneChoice Companies, workplace, employees, turnover, benefits, insurance, turnover, Stacia Robinson, Montgomery, AL, Colonial

If you were to ask a Millennial what is their number one thing they want in a company? They would tell you a great training and development program.

Millennial, Colonial Life, The BeneChoice Companies, Stacia Robinson, insurance, education, community, contribution, employer, employee, benefit, benefits, benefit administration, benefit administrator, life, health, accident, long term disability, workers compensation, planning, The BeneChoice Companies, workplace, employees, turnover, benefits, insurance, turnover, Stacia Robinson, Montgomery, AL, Colonial

Why would this be? Well a Millennial is focusing now just on having a job now but what opportunities will allow them to move upward into leadership roles. Most millennials today are concerned about their contribution to the whole. They do want the skills to make them successful now but they are looking for workplaces that they can be loyal to today and in the future.

 

I opened this with what Millennials want but come to think of it, that is what all generations want. They want to be developed. They want to know that they belong. They want to know that they have something to contribute. They want to know that they have a home in an employer group.

 

When you give employees the space to be innovative it can create a win/win for the employee and the business.

 

Colonial Life did a survey and 78% of all employees report they would stay with their current employer if they knew there was a career path they could follow.

 

  • Have conversations. Development should be discussed annually at every performance evaluation and at every review in between
  • Ask your people what development looks like to them and how they’d like to grow.
  • Let your employees decide what skills to develop.
  • If you can, give them a budget and freedom to choose their own courses – except for underwater basket weaving of course.
  • Tell people what they can work towards – promotions, responsibility, project management
  • Reward people for taking initiative.
  • Ask your team for their suggestions and proposals.

 

Earning their loyalty will not only bring you new and innovative ideas but it will build their trust as well.

 

Highest regards,

 

Stacia

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