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As the largest generation in the workforce, millennials bring unique expectations and preferences to the workplace. One of the key factors millennials value in their work environment is flexibility. They prioritize work-life balance, remote work options and opportunities for growth and development. In order to attract and retain top millennial talent, employers need to create a workplace that caters to their needs and keeps them engaged.
Below, 15 Forbes Human Resources Council members provide their best strategies for employers to design a flexible workplace that fosters engagement and unlocks the full potential of the millennial generation in the workforce.
1. Adopt Different Methods Of Communication
Leaders can create the flexible, engaging workplace that many employees want by evolving the ways they communicate with their team. By instituting frequent team and one-on-one check-ins, as well as routine recognition, companies can promote engagement for remote, in-office, and hybrid employees alike, enabling their employees to feel supported, productive and happy in their roles—no matter where they work. - Jennifer Reimert, Workhuman
2. Create Flexible Workplace Policies
Promote and honor flexibility across workplace processes and policies. Life in this fast-paced, highly connected era is increasingly demanding. Offering benefits isn't enough. People need time and space to actually use them and the flexibility to use them more or less when needed. Open PTO policies, for example, provide guidance without cookie-cutter rigidity. Giving employees room to breathe promotes retention. - Jennie Walker, Luminary Global - Consulting, Executive Education & Coaching
3. Provide A Space For Millennials To Share
Provide millennials with opportunities to share their career interests and successes, as well as listen to the career stories of others across the organization, to help shine a light on various options for development and growth. In building the confidence and competence of millennials to share their story, and see flexible career paths, we can further strengthen engagement. - Julia Brandon, Lenovo
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4. Treat Associates With Respect
In my successes, it all comes down to treating and managing associates with respect and to also treat them like people. Managing as partners is the new frontier of leadership. In the last several decades, leadership and management styles were determined by the organizational chart. In today's world, leading as partners gives better engagement, specifically by millennial contributors. - Ryan Tofte, BioPlus Specialty Pharmacy, A Carelon Company, Elevance Health
5. Provide Fair Compensation To All Employees
I believe that using the term "millennial-friendly" is a mistake. Nowadays, all employees seek the same things: fair compensation, feeling valued, growth opportunities, schedule flexibility and a clear understanding of their role in the organization’s mission. These are the keys to success with all employees—not just millennials. - Chris Gros, NT Concepts
6. Promote A Work-Life Balance
The next generation of employees values workplaces that offer holistic benefits that help them thrive in all aspects of their lives, not just the office. By promoting work-life balance and flexible arrangements, particularly for women managing caregiving responsibilities, employers can mitigate burnout and allow workers to stay energized, which is when they bring their best selves to work. - Laurie Chamberlin, LHH
7. Offer Employees The Opportunity To Reskill
Millennials want flexibility at work, but providing remote work isn’t enough. They are ready for the next steps in their professional growth, including exploring flexible career options. Offering employees meaningful work experiences, including the ability to move between departments and reskill, allows companies to keep this generation engaged and continue to grow with their organization. - Bjorn Reynolds, Safeguard Global
8. Support Employees Outside Of Work
Companies that are going to win are values-driven, paying attention to social issues in the community, purpose-driven and flexible in terms of hybrid work environments. Additionally, focusing on providing a meaningful employee experience by caring about employees' needs and lives in the workplace and outside and supporting them accordingly will lead to enhanced engagement and retention. - Kevin Silva, Voya Financial
9. Provide Flexibility For Childcare
The most critical element is enabling true flexibility, which allows employees to balance work and taking care of young children (the majority of millennials are now in their mid-30s). The current shift of companies to bring employees back to the office is the most disengaging policy, making millennials switch jobs. - Nick Frey, Avomind
10. Understand Employee Interests
Employers need to assess their culture to see what their demographics are, do research on trends and conduct surveys to see what staff members are interested in. We hold multiple engagement events on a monthly basis and target different groups: yoga, Skribbl, trivia and rotating events, such as health and wellness challenges, book clubs, scavenger hunts and more. We try to bring everyone together. - Erin ImHof, CertiK
11. Give Autonomous And Collaborative Projects
Allow team members to work on projects where they can work autonomously, as well as those that call for collaboration and teamwork. This allows their ingenuity and creativity to shine through, while also creating spaces where knowledge is shared and culture is built. - Domonique Revere, Ph.D., Adjaye Associates
12. Ask Employees What They Need
Employees across the demographic spectrum value dialogue and feedback. Top-down policy directives don’t rally people as well as workshops and town halls. One-size-fits-all, sit-and-watch training programs aren’t as effective as gamified, personalized media. It’s the oldest management counsel in the world: People respond to being seen and heard. - Graham Glass, CYPHER LEARNING
13. Implement A Workplace App Similar To Facebook Or Instagram
Companies like Beekeeper, Culture Amp and Qualtrics have applications and other tools which ignite employee engagement, meet millennials on their cellphones, connect them to other team members within the organization, and elevate the organization as they promote their mission, including social causes. This is Employee Engagement 2.0! - Tish Hodge, The Shine Institute
14. Help Employees Balance Personal Responsibilities And Work
Prioritize flexibility and work-life balance to keep millennials happy. Many millennials are now in their late 30s and 40s, entering a period of their lives when they must balance growing responsibilities at work with family or personal obligations at home. In many cases, millennials may need a nudge to remind them to minimize working outside of core hours and practice self-care. - Niki Jorgensen, Insperity
15. Create An Inclusive Environment
I encourage organizations to create company policies that are inclusive, embracing a diverse culture that allows for flexibility while holding employees accountable. Consider implementing a remote-friendly hybrid option that enables access to executives—asymmetrically—and provides info and team-building activities for everyone. Ultimately, I’ve found that communicating authentically and deeply listening are the keys to success. - Gianna Driver, Exabeam
