Using video to support mental health during remote working
As the corona pandemic has rapidly spiralled, a significant majority of the world are …More
Head of Systems Integration, Visavvi
I was born in 1991. Young, I know!
My generation is known as the digital natives as we grew up with 24/7 access to information – which in turn supposedly drives a natural impatience and unrealistic expectation for things to just... happen.
I have spent a lot of time reading articles that talk quite heavily about organisations struggling to retain us "millennials" in the workplace because the assumption is that the key to our hearts are quirky perks, games rooms and a few bean bags. This is a common misconception when the truth is actually much simpler…
We just want to feel part of something bigger.
I have been fortunate enough to work for and in some fantastic organisations across the world and by seeing and living in all these different working cultures, it made me realise what makes me happy at work.
I have listed some things below that made me really want to go above and beyond for my employers and I hope by reading them it helps you retain your younger staff without unnecessarily making your office like a gadget store...
Passion and ambition are sometimes seen as a negative these days, but if you’re fortunate enough to have staff who are emotionally committed to making your company great, then whilst they may need some guidance (I know I did when I was 17), they are an invaluable asset.
In my opinion, businesses who don't evolve or instil passion and ambition in their employees to better themselves will forever have a revolving door of staff.
I was once told that:
"You work for a very long time to not love what you do, the money will come and go throughout your career but a true sense of cause and purpose must remain"
My advice: Give your team a purpose and a cause to love what they do.
This one is particularly scary for seasoned professionals. When I started my working journey about 12 years ago, people down the chain of command like me only received information on a need-to-know basis.
That legacy mentality of not informing the team with stuff that is “none of our business”, leads to suspicion and distrust amongst the team which in turn leads to everyone gossiping about it in the kitchen anyway.
There was many a wasted day spent in our office fabricating elaborate stories as to what has or has not been said or done in meetings. The world is very different today.
We want to understand what’s behind the decisions that are made; so efficiently and accurately sharing knowledge across your teams is huge.
We know there are things that legally just cannot be shared with everyone, but an effort to share information broadly tells us younger staff that you trust us, and also creates the opportunity for feedback and collaborative working.
"True Leadership stems from individuality that is transparent and honest although sometimes imperfectly expressed... Leaders should strive for authenticity over perfection"
Sheryl Sandberg – Forbes
Regularly holding company meetings to share what is working, what isn’t and why the company is focusing on certain areas leads to employees feeling a sense of ownership. We are left wondering "How can we contribute to the overall company success? We want to help solve these problems…"
When you have staff of any age wondering how they can give more to the cause, you are onto a winner!
As a generation, we often get unfairly thrown under the bus because:
“Millennials insist on never accepting how things were done before. They always seek a new way of doing things.”
Ian Altman - Author
Innovation is a HUGE contributor when retaining younger staff – so instead of backing off from that type of thinking, embrace innovation and try to foster and promote innovative thinking and culture within your company.
I have grown up with powerful companies like Apple and Microsoft changing our everyday lives through the use of technology. Therefore, the "Millennial" generation need to work for a company who are aspiring to be visionary in their approach to innovation and ensure they are relentlessly forward-thinking.
I genuinely believe that with a strong innovation strategy and an appetite for positive change, all businesses will be far better prepared to thrive and navigate through even the most challenging marketplace.
There is no doubt that, rightly or wrongly, we are more unforgiving towards companies who fail to innovate, but remember: Those who fall behind get left behind.
In conclusion we are not looking for the universally unachievable, such as sleep pods in the kitchen, or an endless supply of free food (although free food is always nice!).
We just want to contribute to something greater than a payslip.