保持千禧长的工人 - 如何改善员工保留

Millennials: the dominant generation in the U.S. workforce, according to various labor reports, may have a slightly tainted reputation for not staying at any one particular job for a very long period. The constant turnover of millennial workers is both tiring and expensive for company hiring managers. The problem is not that millennials cannot keep a job; it is that they have a different outlook on careers than any other generation previously.

千禧一代受过良好的教育,熟练,自信,能够多任务。他们对他们的工作经历寄予厚望,并更喜欢为他人的利益工作。他们中的大多数都试图找到一份健康工作生活平衡的工作,因为他们不想牺牲个人生活。

千禧一代是现在统治美国劳动力的一代。他们已经成为传统雇主的尊敬,因为他们倾向于是企业导向,有动力的听众,他们更喜欢技术进步。这一代人习惯寻找动机工作,他们很难用典型的工作津贴给人留下深刻的印象。千禧一代通常希望在允许他们成为社交和创造性的职业生涯中工作。

Also read:我们应该停止对千禧一代进行大量大小吗?

一个新的员工可以cost业务距离1.25至1.4倍,基本工资范围。例如,每年50,000美元的人可能会花费62,500美元至70,000美元之间的费用。这是由于基本薪资的成本加上每个新员工所需的招募成本,税收,员工福利和物理设备。

According to theDeloitte Millennial Survey of 2016那25% of those that were surveyed said that they would want to leave their job within the next year and 44% have already planned to resign in two years. The statistics show that 68% of millennials stated that the longest they would remain with the same employer is only three years. These facts are probably one of the contributing factors to the fact that the average United States worker spends only 15 months per job in today’s society.

为了诱惑并获得千禧一代的礼物,越来越多的公司正在重新设计旨在保持千禧一代的员工。在FreshBooks An.invoicingand会计软件提供商那employee and Manger of Support, Grace Antonio 32, found that offering an increase in pay does not impress, or rather equate to, higher millennial retention rates. Since the traditional occupational perks have been proven inadequate at keeping millennials in a job, Antonio wanted to explore what drives a millennial to keep a particular career path with one company. She has shared what she did to increase retention rates to an average retention rate of over 90% with millennial employees:

6种方法可以防止员工在小企业中的营业额

How to Improve Your Employee Retention

1.专注于招聘战略

公司应该开始思考如何在招聘过程中整个面试部分保持千禧一代的员工。他们不应该简单地满足于雇用第一个略微适当的申请人在他们的业务中的任何职位。每个经理都应该有机会识别角色,道德和技能,前长期员工表明。当申请人不与公司共享相同的价值时,很难说服他们是对工作的权利,或者他们应该留在很长一段时间内。

千禧一代经常分享他们不愿意为自己的工作牺牲自己的生活方式,因此招聘经理应该考虑到千禧一代,即使为更多的钱也不一定工作时间更多。千禧一代只是觉得他们的时间比任意增加薪酬或提供现金奖金更有价值。

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2.让您的业务以客户为中心

When each and every employee is delivering incredible performance to all of the company’s customers, it affects the employee’s devotion to that particular brand. When customers are happy with a company, their reactions influence the worker’s satisfaction of their job. According to some studies, businesses that focus on the happiness of their customers, maintain 40% engaged and 24% fully engaged employees instead of correspondingly 18% and 4% for other companies that don’t have a customer-centric approach to employee engagement. Companies like FreshBooks who require all of their new employees to do some time in customer support services say that their workers develop a meaningful connection with the way clients feel and develop empathy towards their needs.

Also read:千禧一代希望看到你的公司价值观,没有听到他们

When employees develop a bond with customers, they are more dedicated to their work because they do not feel like they are working for a faceless corporation. Millennials are often concerned with the fact that they want to work for an ethical organization. Workers want to know that their job really means something to others and after they spend some time with customers, they feel encouraged to interact with everyone more meaningfully. In turn, the experience leads improved loyalty from workers because when they are happy with their job, they are more likely to stay with the company longer.

3. Leverage A Shared Purpose

Millennial workers tend to be driven by knowing that they are making a difference more so than by money.74% of millennial job searchersstated that they would be more inclined to accept a job where they feel like they really matter to others and are making a difference. Young workers that have a sense that they are doing a meaningful job are three times more likely to stay with the same company than those who do not. These workers have also reported that they are more engaged at work and more satisfied when they have a shared purpose with the company they work for.

Millennial workers want to share all of the responsibilities of the company. Most millennials want to feel empowered and be included in all forms of the company’s decision making. It is important that employers create equal opportunities for their young employees, but to also make them as integrated in terms of business decisions as possible. Being able to say that they embrace the company’s values that they work for is a massive step toward being more ambitious and devoted company for most Millennials.

Millennials want to know all about the company that they work for. Millennial workers often resent the company they work for if they are not included in the company’s plans for the future. These workers want to continue learning all of the time. If an employee feels like they are learning new skills on the job, then they are much more likely to stay with the business. Learning new things helps keep the workers engaged and dedicated to their work.

根据一项调查,87% of millennialssay that their occupational growth opportunities are particularly important to them in a job. Also, 68% of those who have confidence that they received adequate progressive opportunities in the last year said that they have intentions of staying with their current employer for the near future. Around 70% of the changes in employee attentiveness is believed to be credited to themanager那位员工。想要进展其千禧一代雇员保留率的公司需要鼓励他们的经理和工人之间的联系态度。

Effective Employee Engagement Must Be One-on-One

4.一起债券并一起生长

千禧一代员工想要觉得自己在他们的工作地点照顾,他们希望有机会与雇主有联系。可预见的是,许多千年之处只会为一家公司工作,他们觉得它们可以与他人联系并具有平等的增长机会。千禧一代希望定期雇主的反馈,因为他们想要与他们的经理有关。这些工人想要觉得自己与雇主一起参与,他们可以依赖他们。千禧一代不想觉得他们是“只是另一个员工”。他们想要赞美,让他们觉得自己是公司所必需的。当千禧一代感觉不喜欢他们所做的工作时,他们常常诉诸于完成所需的最低工作量。为了让千禧一代员工为公司工作,雇主应表明他们尊重其工人。

结论

千禧一年的工人往往在很长一段时间内没有留在任何工作的良好声誉,而且工人的持续营业额昂贵。问题是,公司需要意识到千禧一代对其职业生涯的态度不同于过去几代人。千禧一代受过良好教育,技术技术,自信和能够多任务。他们对他们的工作经历寄予厚望,并更喜欢为他人的利益工作。千禧一代试图找到工作生活平衡的工作,因为他们也会重视他们的工作。

千禧一代想为一家公司工作,not make them sacrifice their lifestyle with emails, texts and other work-related problems outside of work hours. Millennials desire a career where they can feel like they are helping other people as a valuable employee of a corporation. These workers want to know all about the company that they work for because they want to have the same values as their co-workers. Millennials pride themselves in working for an ethical business. One of the most important things for employed millennials is that they want to be recognized for the work that they do. Millennials are not likely to stay with a company where they do not feel appreciated. Employers that want to successfully keep Millennials working need to remember that millennials are not like workers of the past.
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关于作者

Andrew Harker是一个专注于营销开拓者和热敏厨师的数据,拥有超过10年的经验,涵盖了所有主要的数字渠道。当他没有帮助新鲜的电子书时,他可以找到帮助当地客户在数字时代营销自己。与他联系蓝色链接SEO