Talent Solutions Playbook

Millennials

Idealists with bills to pay

Millennials (1981-1996) value flexibility, purpose, opportunities for career progression, and customizable benefits. Like Gen Z, they tend to seek out transparent, inclusive organizations. They place a greater emphasis on equity and advancement than older generations but are likely dealing with financial burdens that come with homeownership and parenthood. Pets play a heightened role in Millennial households; benefits should reflect this untraditional family structure.

Expectations:

  • Flexible schedules, remote work
  • Customizable benefits, especially pet insurance and options for mental health
  • Skill-structured career development programs
  • Paid volunteer time off (VTO)
  • On-site daycare or pet care
  • Mortgage services

Tips

To attract and retain Millennial talent, employers should launch initiatives centered around equity and inclusion, provide flexibility and childcare options to promote work-life balance, and offer robust opportunities for professional development. Establishing clear career pathways, self-directed learning opportunities, and consistent feedback with managers can cultivate trust and loyalty while appealing to their desire for career progression.

Tips

To attract and retain Millennial talent, employers should launch initiatives centered around equity and inclusion, provide flexibility and childcare options to promote work-life balance, and offer robust opportunities for professional development. Establishing clear career pathways, self-directed learning opportunities, and consistent feedback with managers can cultivate trust and loyalty while appealing to their desire for career progression.

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The playbook provides practical tactics, metrics, and resources to support the recruitment, development, retention, and engagement of talent in the new era of work.
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Tactics

Be responsive

Engage with your Employees Collect and analyze employee feedback and use it to create solutions. Administer an annual climate survey to all employees . Analyze…

Be transparent

Regularly Communicate Provide regular communications about company performance. Elevate the review process to incorporate frequent project-based performance appraisals. Provide more transparency surrounding pay. Make company-wide…

Strategy 2: Hire for Attitude, Train for Skills

Look for the Soft Skills Skills tell what a person is able to do, while attitude (i.e., soft skills) determines what a person is willing…