What are some ways to motivate members of the new generation in their workplace?

Millennial workers are the future leaders of the workforce, they will be driving businesses forward and transforming the ‘traditional’ business model that has moulded organisations for the last generation. As business leaders in today’s market, it is important for you to understand the value that millennial workers can, and will bring, to your organisation, if they are motivated.

The millennials in the workforce today are asking for more than a high salary and good management. They expect more from their workplace. Therefore, it is essential for businesses to motivate their millennial workforce and make them the leaders of tomorrow. At the same time, they will also drive your organisation forward. Offering them a chance to grow and develop within your organisation will reap dividends for your business. Here are some of the key ways that you can motivate your millennial workers today. 

1. Allow them their voice

In business today, it is vital for every individual to feel as though they can speak their mind and be heard by their colleagues. If you don’t give the junior or millennial members of your organisation the opportunity to speak, then it is highly likely you are missing out on opportunities for positive change. Remember that you have hired these people for a reason and that their opinion can add value. Nobody likes to feel as though they aren’t being listened to or taken seriously. Creating an open forum for all of your employees will encourage them to speak up and feel valued by the wider organisation.

2. Help them to set out a career plan

Millennials are typically keen to have a clear progression plan when they enter into a role. Throughout their education, they will have had to pre-plan for years ahead when choosing their GCSE options and their A-Level subjects. Their journey has been thought out up until the moment that they start work. Therefore, this mindset isn’t likely to change when they enter into employment. Help them to plan where they want to go and advise them on their strengths, and areas that they need to improve on. If they see a clear route to success with your business, then they will likely stay with your company for longer. 

3. Encourage a healthy work-life balance

A lot of workers believe that staying late at work will equate to success in the workplace. This is generally untrue. Even though employees may need to stay late some days to meet a particular deadline, this should not be encouraged at work. Make sure that you are encouraging and understanding of your employees' personal lives. Whilst work is important, people need time to relax, recuperate, and spend time with their loved ones as much as they can. 

4. Create a comfortable working environment

Toxic, hectic, or simply unpleasant working environments don’t encourage motivation or productivity. It is important to create a space at work that people feel comfortable in and are able to be themselves at. Millennial employees are known for job-hopping. Therefore, it is more likely that you will lose them to a competitor if they aren’t happy at work. Creating a comfortable and productive working environment will help you to keep up retention rates and enjoy your days in the office.

Motivating a workforce can be difficult if you feel like your team is experiencing a drop in productivity. If you would like to learn more about motivating your workforce, why not download our essential guide here, which will help you to take your team from stagnant to unstoppable. Alternatively, if you are looking to hire top talent in your sector, please get in touch with one of our specialist recruitment consultants today.

Employing teens has always come with challenges, and that’s more true today than ever! Raised while multi-tasking on life’s super technology highway, they can confuse, complicate and, at times, consternate.

The truth is every generation thinks higher of their own performance of when they were teens. How soon we all forget. Still, the reality for many businesses is teens are the employees closest to the customer… the face of their company! To remain competitive and maximize profits, it’s essential that employers capture, leverage and contribute to the skills that teens can bring to the workplace. But that requires change on the employers’ part.

This is an age group, most born since 1990, whose entire lives have been enveloped in a world of technology, information and communication change, as well as major cultural and societal shifts. Less attention has been given to personal responsibility, and basic work ethics are not taught in school or at home. They simply have never heard about the importance of being on time and in uniform, giving respect to a supervisor, communicating clearly, making eye contact or job commitment significance.

So what’s an employer to do? Plenty! The following are guidelines to an effective strategy to working with teens. We call it catching “WAVES.”

Way of life: This is about improving the workplace environment. Appreciate the fact that young staff members are the way they are. It’s not wrong, it’s not right, it just is.  Meet them where they are. Allow some failure. Don’t focus on what they’ve done wrong. Build your relationship by encouraging them on what they are doing right. They can become fiercely loyal if they are taken seriously and treated with respect.

First impressions mean everything. Be welcoming, provide social events and emphasize fun. Celebrate their successes, not those just from the workplace, but learn where they excel away from work. Make a connection with their parents, families and friends.

Attitude: They come with an attitude of independence and “what’s in it for me.” If you learn how to feed this you’ll find highly motivated teens. Provide flexible scheduling and provide incentives for performance … and don’t make them wait. Instant prize programs are best. Recognize positive behaviors and catch them doing something right. Promote strong performers quickly and give them more responsibility. Patience is not a virtue with teens, so provide variety in job duties. Establish goals and empower them to come up with the answers. You’ll be surprised.

Since we are talking about attitude, what about yours? A condescending and inconsistent attitude from leaders at work will send your teen employee out the door and working down the street.

Verbal, video and visual: This age group has watched 20,000 hours of TV by the time they are 18. Over six hours per day are spent in front of a video screen. You need to use this technology to your advantage. Include some examples here, such as create a training video for your staff to watch, use computer programs to train new hires, etc.

Names are important, so use their nickname. Applications should be online and your work schedules posted on your Web site. Don’t print mounds of paper and expect the information to be read and retained. Make handbooks and memos less complicated and smaller, while focusing on the most important items for your business success. Enhance communication by using e-mail and text messaging. Create a vibrant workplace through the use of photos and videos of your employees at work and away from work.

Education … not Just training: If training is the “how,” then education is the “why.” This age group requires to know the purpose, the why, behind tasks. Never assume anything, confirm their knowledge and explain the purpose behind every task.

Parents and teachers used to prepare teens for the workplace. That does not occur at the same level as it once did. Build education into your training process and you will find longer-term, and a more committed young work force. This is the new calling for today’s teen employers.

Style matters: Style is how employees look, the image of your company and how they are treated at work. Teens care about how they look and how they’re treated. Uniforms shouldn’t embarrass your staff, and your grooming policy should be relevant. Be prepared to justify both to your employees.

Be knowledgeable of current teen trends in fashion, music and entertainment, and pay attention to the techniques and strategies utilized by retailers to get teens to spend their hard-earned money. Today’s retailers are very good at motivating teens!

Teens don’t quit companies … they quit people. As a supervisor of teens, how you carry yourself has a huge impact on performance and retention. Every manager or supervisor needs to be on board with the commitment of getting the most from your teens.

These five principles can be used as overview that will help you determine what would work best for your operation. A fresh approach in working with your teens does not mean that you need to compromise the values and principles of your business. Instead, it should provide the opportunity for you to increase your focus.

Teens can be inspired, motivated and productive. Today’s teens are the most knowledgeable and adaptive group ever. Don’t judge them through the eyes of when you were a teen … look through theirs. You have nothing to lose, everything to gain, and you’ll have a positive impact on the lives of the teenagers you employ.

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