So your best [Millennial] employee just left.

So your best [Millennial] employee just left.

by: Marti Wigder Grimminck

Founder & CEO

Don’t be disappointed;  it’s a new economy and a new age of employment.   Today’s workforce isn’t going to stay.

Do you think there is a secret to retaining Millennial talent today?
A foosball table or the free lunches and cool snacks?
Or maybe you have designed an incredible office space, initiated a robust social impact program or extensive learning and development trainings?

Despite corporations pouring money into retention programs, traditional retention and succession plans are being disrupted by the Millennials.  Today’s Millennial employee isn’t going to be around for a long time.  Two years is a stretch.

Although traditionally youth generations have freely left companies, the Millennials are not going to grow out of this habit.  In fact, they are influencing the entire workforce to rethink their corporate 9-5 position and making resumes with multiple job experience socially acceptable.

With the glamor of entrepreneurship, the rising acceptance of Gap years, and the ability to financially support oneself outside of traditional settings via platforms like Twitch, Airbnb, Lyft, and Taskrabbit, Millennials don’t see the same need to stick with a traditional company.  What’s unique about this point in time is that Millennials have made it acceptable for all generations in the workforce to seek out these opportunities.    

The word retention needs to be redefined and reimagined for the workforce of today. Their period of employment is one of mutual benefit with employees contributing to the enterprise and the enterprise contributing to building skills of the employee. 

Here are some tips on how to rethink retention:


1.) Transcending time and buildings: Be invested in the person for the long-term, even once they leave your organization.   This may benefit you more in the long run.


2.) Set your boundaries: As the employer, you can be transparent and upfront in this conversation from day one.


3.) Leverage the energy of new hires: The most creative and productive time for a new employee is in the first 6 months of employment so how can this be utilized for company innovation?


4.) Change your structure of working: What can you learn from the fluid marketplace platforms of today that will challenge and engage your employees?


Although different, today's new employee brings a world of opportunities and possibilities.   Embrace it.

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