January 2020
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MiMfg Magazine
Solving the Millennial Puzzle
By Jim Bitterle • EDSI Consulting
Are you struggling to attract and retain younger
workers? It seems every manufacturer in the U.S. is
fighting the War for Talent. In many cases, they’re
not faring well, especially with Millennials. So, what
can you do to turn the tide in this battle? First, let’s
define Millennials. They are people born between
1981 and 1996. But more importantly, these are the
younger Americans who have been formed by
circumstances unique to their generation. In their
short lives, Millennials have been shaped by the
internet revolution, the tragedy of 9/11, The Great
Recession, the explosion of social media and new
technologies, and disproportionately high levels of
student loan debt.
Generation X and Baby Boom members have
had unique experiences that have formed many of
their collective behaviors. The same is true with
Millennials. Unfortunately, many of the stereotypi-
cal behaviors and traits of Millennials are perceived
as negative. The reality is most older employees or
leaders simply don’t understand why the behaviors
and traits exist, and we’re uncertain about how to
create an environment that is both engaging for
Millennials and effective for employers.
For organizations to solve the Millennial Puzzle,
they must understand what they want, as well as
what they probably don’t want. Let’s take a look at
what this generation is looking for:
1. Opportunities to learn and grow – Gallup surveyed
different generations relative to “what they look
for when searching for a job.” Opportunities to
“learn and grow” was a key difference between
Millennials and older generations. Training is
key!
2. Opportunities for advancement – Again, the Gallup
survey showed this variable is a key difference
for Millennials. They simply need to see career
progress, otherwise they feel stagnated and
are prone to changing jobs. Companies can
combat this issue by creating career paths
with many levels.
3. Frequent communication – Millennials, when
growing up, became accustomed to having
meaningful discussions with parents and other
adults. Once in the work environment, if
frequent, meaningful communication is absent,
it feels conspicuous.
4. Flexibility – When you’ve grown up with
computers and smartphones, you’re used to
getting things done in a variety of locations,
at a variety of times.
5. Social impact – Millennials want to make a
difference. Businesses that exist for more
than “simply making money” will be more
inherently attractive.
6. Know the “why” – Millennials need to know
the purpose behind actions. Understanding
the “why” is critical.
7. Good culture – All workers, not just Millennials,
want to work in a positive, engaging culture. If
your culture is old school, you’ll struggle to
survive in the ever-escalating War for Talent.
Contrary to the stereotypes, Millennials are not
looking for informal environments with foosball
tables and free beer. Companies that have solved the
Millennial Puzzle are reaping the rewards of having
very good, creative and engaged workers. As
business leaders, we need to understand what
Millennials are really looking for, and then create an
environment that is conducive to attracting and
retaining young talent.
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Jim Bitterle is a managing partner for EDSI Consulting.
He may be reached at [email protected] or
313-271-2660.
EDSI Consulting is an MMA Premium Associate
Member and has been a member company since
2013. Visit online: www.edsisolutions.com.
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