How to engage millennials to get the best for your business

How do you nurture and engage young people full of zest and eager to learn and get them to transform your business?

Congratulations! You’ve successfully attracted and recruited some top, young, talent. Now you have an opportunity to engage a group hungry for responsibility… or risk losing the bright stars of your organisation’s future.

How do you go about nurturing and engaging young people who are full of zest and eager to learn from experience?

Motivated and focused Millennials can be a huge asset. They can transform a team with their willingness and skills, raising everyone’s standards and injecting pace and enthusiasm into projects. The risks of not engaging them are tension, discontent and a lowered retention rate as these high potential individuals find more stimulating work elsewhere.

As a Manager, engaging high performers can sometimes be a daunting task, especially if you have a group who are extremely motivated and searching for opportunities to achieve, advance and forge ahead with their career.

Your millennial-engaging to-do list

Millennials at the beginning of their careers are enthusiastic and willing. With your support they can gain a great foundation for future success. However, they do need effective Management to reach their own high expectations and full potential.

As part of this you should:

  • Create interesting and challenging projects with risk and responsibility. Create projects for small groups of new talent. Provide an open and autonomous approach to success. Ensure that these projects are consequential and have an element of risk associated. Success and failure are part of learning
  • Coach and mentor your talent to support their aspirations. Guide them towards projects that develop their strengths. As that individual gains experience, engage in dialog around growth areas and what skills, knowledge and behaviours are supporting their learning
  • Remember that without feedback and self-reflection, there is little learning. Raising self-awareness and encouraging self-appraisal throughout a project is essential. Without this, success is accepted and the curiosity as to ‘why’ it was a success is never explored.
  • Understand that people who feel connected and appreciated feel more satisfied at work. A sense of belonging to an organisation is dependent on realising your contribution and bringing this to your team, and wider functions. Positive working relationships allow people to feel connected and appreciated. This encourages interactions and fosters satisfaction at work.

Our experience of working with emerging talent is that if you engage with and respect them, then they achieve fantastic results. When effectively teamed with experienced professionals, then innovation and experience can be combined to deliver effective change.

Contact us to discuss how you could develop your people or explore further our programmes of work.