How Well Do You Engage Your Millennials? Does Keeping Them Feel Like Combat And You Are Always On The Losing End? Now, Let’s Find The Solution
September 23, 2021
Understanding What To Expect First:
Engaging Millennials From Date Of Hire:
Top Three To Engage Millennials:
- Flexibility And Benefits Related To The Family: You may be saying you already provide this. However, it requires you to look at what those terms mean to a millennial versus a non-millennial. Do you provide a benefit for child care? Or, maybe it’s a child care stipend to those with multiple children? Millennials want employers to support them in their role as parents. This is a different way of viewing benefits. Does the flexibility you provide give the employee the chance to be the family unit they desire? Remember that 40 years ago when fathers weren’t taking paternity leave and moms were still predominantly at home raising children? The millennials recognize the need to be present in the work place and be part of two income households, but don’t want to miss things in their own lives along the way.
- Mentoring/ Training: Is your training program for staff the same regardless of the generation? This has to change. The way each generation learns and the definition of mentoring for each is different. Mentoring doesn’t necessarily mean that it is only the millennials that learn from older generations. It means the millennial wants to be useful in ways they excel. Your millennials can be a huge help with technology and organizational change. These individuals are great for consideration in leadership roles working towards bigger goals. This energizes the millennial to assist with advancement of your agency.
- Meaningful Work: This concept piggybacks a little on the last bullet point. Once you have recognized the value of the employee in mentoring and being mentored, then you work towards the goals of advancement within the agency and with organizational goals. When employees see the vision and goals are aligned for both, then buy-in can be universal regardless the generation. This allows the millennial employee to work towards something more than just the weekend. Millennials can play such a valuable role in the recruitment and retention of other employees when you foster these kinds of concepts.
At Kenyon Homecare Consulting
, we understand how costly recruitment and retention efforts can be. Call us today at 206-721-5091 or contact us online
to see how we can help you take an objectively look at how you attract potential employees and how well you understand how to keep them.
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HOPE Question and Answer Repository
Today, this article will look at little different than out typical articles. We all know the costs of losing employees and trying to hire and train new ones. It is exhausting and expensive. So, we think about our wages and benefit packages all the time. What can we do differently that makes people stay? We can’t change the job and we don’t want to keep people that don’t like the work itself. So, how do we acknowledge employees in a way that is valuable to them and that our businesses can afford to do? 5 Things To Consider About Employee Recognition At Your Christmas Party: 1. Years of Service: These can be based on milestone work anniversaries (5, 10, 15 yrs, etc.). If a person has been at your agency 11 years, you pull them up and acknowledge them in the group of employees who have been there at least 10 years up until the time they hit the 15 years landmark. This way longevity is recognized yearly. 2. Special Employee awards: Now, this may be difficult if your staff is very small, but acknowledge the employee who has gone the extra mile in the job they do. Tell the story. The employee needs to know when the employer is proud of the work that has been done. Consider a plaque or certificate. Don’t minimize the value of the employee having them to display. 3. Acknowledge all employees in the mix: Because we are a clinical industry, the administrative staff is often overlooked on day-to-day operations. Ultimately, don’t miss the chance to acknowledge the employee who was able to catch billing errors or collect on a large account. Staff doesn’t like to hear about money, but those types of collections keep Christmas bonuses in place! So, make sure the other staff knows the accomplishments of the finance department or the office manager that every caller loves to speak to. Don't ever forget the IT staff that is on call more than any clinical person in your agency! 4. Letters from the administration: Add a personal note to your staff either collectively or individually depending on the size of your agency. If you are larger, there are employees you don’t often see or get to talk to on a regular basis, so take the time so send a note with that Christmas bonus. 5. Consider the Christmas bonus: Listen, some of you can afford to do substantial monetary bonuses and that is fantastic. However, if you are not in that position, consider something in its place. Maybe small gas cards go with the letter from administration. With the cost of groceries, consider something that helps with the costs of daily living for employees. Big box gift cards in your area will always be used. You may do a lot of these things on a yearly basis to employees. All this being said, it doesn’t mean there aren’t reasons for acknowledgement throughout the year. However, your annual Christmas party is a good way to do it collectively. Between your annual party, write the individual cards to employees when you hear a patient interaction worthy of praise. Or, maybe you buy a gas card for the employee who has picked up extra shifts and always shows up on time. Ultimately, employees will feel valued. You will not regret the time, effort, and energy put into these efforts. Merry Christmas! If you want help with recruitment and retention strategies for your agency, please call Kenyon Homecare Consulting at 206-721-5091 or contact us online today.