With every new year comes an opportunity to set personal goals and start off fresh. More than one in five American employees (21 percent) will be seeking a new job in 2016, according to a CareerBuilder survey. Unsurprisingly, millennials make up the largest percentage of this demographic. Millennials now form one-third of the workforce, and they are attracted to employers who have an open mindset, value new skills, and will allow them to apply their technology knowledge.
A new workplace culture is necessary in order to attract millennials into the hospitality industry, suggests Anne Caldwell, a human resources specialist at National PEO (Professional Employer Organization). This generation has been raised in a culture of heightened communication, as aspects of the Internet, such as social media sites, have changed the way they interact. The social nature of today’s American culture prompts millennials to perform better in collaborative environments, which has a significant impact on the workplace. “The lines between the personal and the professional are almost blurred because of the nature of their communication. Not just the technology they use, but also the style,” Caldwell says.
This blurring of lines has made millennials more committed to their employment, as it is so closely tied to their personal lives. Employers should use this knowledge to provide as much flexibility in schedule as possible when offering employment to this generation, Caldwell says. The rigid 9-to-5 work schedule of past generations does not appeal to millennials, who favor fluidity and flexibility.
Recognizing good performance is also important when attracting this age group. Their ability to succeed increases when employers provide clear job descriptions and educate employees in company policy. Short-term perks such as free fitness classes and additions to benefits packages are the best motivators and rewards for the younger set. Caldwell recalls one client who set up a chair massage program for the office so employees could receive a complimentary 15-minute massage. “Another time, a client set up a concierge service to pick up and drop of dry cleaning,” Caldwell says. Other perks include car detailing, onsite day care services, and pet insurance.
In the face of this new work style, human resources departments have shifted from the days of employee monitoring to becoming an educational force. Caldwell explains that employee handbooks have shifted from a list of rigid rules and policies to a set of guidelines explaining the workplace philosophy and how the terms of workplace policy function.
“Whether it is a conscious corporate culture or not, you’re always going to be communicating that corporate culture,” Caldwell explains. “And that informs every one of your processes, not just the kind of clients and customers who are drawn to you, but what kind of employees are drawn to you if they resonate with those particular philosophies.”
Keeping millennials engaged and fostering career growth through mentorship and goal setting is vital when attracting employees, Caldwell says. When the opportunity for growth, learning, and new experiences is present, employees will stay engaged, avoid burning out, and will ultimately produce the best results.
