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As of 2015, Millennials have officially made their
mark in the workforce.
According to the Pew Research Center analysis of
U.S. Census Bureau Data, today, more than one in
three American workers are Millennials. Millennials
have surpassed Generation X to become the largest
share of the American workforce.
Simply put, the Millennial generation is quickly changing
the landscape of the workplace environment—especially
corporate culture and engagement. It’s important for
employers to understand what Millennials want and
value and to shift engagement practices accordingly,
so all generations in the workforce are empowered to do
• Work ﬂexibility
• Social capital
HERE ARE FIVE
Consistent communication is vital to employee engagement, and
it’s one of the many areas Millennials are affecting in the workplace.
Millennial employees are just as comfortable collaborating through
online programs and applications as they are meeting face-to-face.
Employers should keep Millennial communication preferences in
mind in order to engage them to produce great work.
Below are some examples of cloud-based tools that organizations
are using to keep communication ﬂowing:
HipChat Slack Flowdock WimiGlip
In addition, employers need to use that consistent
communication to share their vision and mission
statements with Millennials. Making Millennials a
part of the vision and mission development process,
whether in meetings or through cloud-based
tools, can help them feel the meaning behind
their work, which increases engagement.
2. WORK FLEXIBILITY
Like Millennials entering the workforce, remote work is quickly on
the rise. Millennials like the freedom to work where they feel
comfortable—which is not necessarily in the office, ﬁve days a
week. Remote work can help job motivation and at the same
time, instill a work/life balance for the employee.
This is key, because a survey by Intelligence Group
shows that 88% of Millennials want better-supported
It should come as no surprise that
employees wholeheartedly support
ﬂexible scheduling, where the payoﬀs
include higher job satisfaction and
commitment to their work, coupled
with lower stress and job burnout.
— Irelis Arias
Jay Gilbert of the Ivey Business Journal explains: “Because
Millennials are highly relationship based and require frequent and
speciﬁc feedback, managers must have the power to reward and
recognize when appropriate.” In today’s workplace, eﬀective and
consistent recognition is a must-have to engage and retain
In order for Millennials to be more invested and
motivated within their jobs, recognition needs to be
speciﬁc and present when great work is accomplished.
Along with recognition, Millennials want to be a part of a training
and mentorship program. Career growth helps retention rates,
and if Millennials feel underappreciated, they’ll be out the door.
The best way to keep Millennials is to invest in them. Managers
should take the time to meet one-on-one with employees to ﬁnd
out what skills they would like to develop and make a roadmap
on how to best accomplish it. Building and teaching skill sets
within an organization is a simple way to make Millennials feel
more valued in their careers.
5. SOCIAL CAPITAL
Lastly, Millennials crave good work relationships with their
managers and fellow employees. It’s not just working well in
teams, but having social capital among members: “the trust,
knowledge, reciprocity and shared norms that create a quality
of life.” Furthermore, this social capital helps Millennials connect
with their teammates on a deeper level, which can increase
When social capital is integrated
in the right way, it leads to more
engaged employees and makes
those good teams great.
In the end, it’s important for management to
not only understand the incoming Millennial
workforce, but also to adapt in a way that brings
about better engagement and motivation and
produces great work for the organization.
O.C. TANNER AND THE O.C. TANNER INSTITUTE
O.C. Tanner, on the FORTUNE 100 Best Companies to Work For® list
for the second year in a row in 2016, helps organizations create
great work environments by inspiring and appreciating great work.
Thousands of clients globally use the company’s cloud-based
technology, tools, awards, and education services to engage talent,
increase performance, drive goals, and create experiences that fuel
the human spirit. Learn more at octanner.com.
The O.C. Tanner Institute regularly commissions research and
provides a global forum for exchanging ideas about recognition,
engagement, leadership, culture, human values, and sound business
5 Everyday Objects
that are the Result
of Great Work
MYTHS ABOUT GREAT WORK:
AND the Reality of What to Do to
Make it Happen
How to Master the Art
of a Great Meeting
SHRM CONFERENCE 2015
MORE PRESENTATIONS BY O.C. TANNER