How to Keep Your Millennials or Lose Them – The Performance Review
Millennials have earned the nickname “free agents” because people expect them to offer themselves to the highest bidder, all career prospects aside. But in reality, this younger generation isn’t really different from previous generations in their desire to climb the corporate ladder.
Millennials expect to go far and fast, because they bring unique skills, talents and education. By providing positive feedback on a regular basis, you can harness their energy and enthusiasm.
On the other hand, if you want to alienate your Millennials and drive them away, just wait the typical 12 -18 months and conduct a traditional yearly performance review. Baby Boomers may not have complained about this, but Millennials want feedback as soon as possible and often.
Also, during your review, be sure to mention potential career paths for your Millennial employees. Their boredom threshold is way too low for them to consider working in the same position for years on end. Instead, let them know about possibility career-path alternatives or different assignments in their future as they progress with the organization.
In your experience with Millennial employees, have they lived up to the nickname “free agents”? Do you provide your employees enough feedback throughout the year?
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