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A Millennial’s
Perspective:
6Ways toAttract
and Retain UsBY SARAH SCUDDER

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CONTENTS A M I L L E N N I A L ’ S P E R S P E C T I V E
I
attended a supply chain conference this past May.
The average attendee had to be at least 50 years
old; there were just two of “us” in attendance.
Much of the first day’s discussion centered
around how to attract millennials to the purchasing
industry. Concerns that we have limited attention
spans, we want everything now, we bounce from job
to job, we are entitled and that we have substandard
work ethic were expressed. I thought it a bit ironic
that no one asked me or the other millennial for our
perspectives, so I spoke up. I highlighted the positive
attributes we can and do bring to the workforce:
information sharing, compassion, caring about a
greater cause, creativity and innovation.
All that being said, here’s how to attract us creative
types and innovators.
PURPOSE
We care about the greater good. It’s not just about
the profit today, but how what we do today affects our
peers, friends and families five years from now. How
do our actions affect the planet? Let your employees
know how their work is contributing to the greater
health, wealth and livelihood of the company and
the world. Be open and clear about the cause and
effect. Let your employees know that their actions
will help improve the end game for the greater good.
Start the conversation and then step back and listen.
Your company’s mission should evolve and improve
through your employees. Ultimately, your employees
should not feel like employees at all. We millennials
want to feel like we are part of a family.
HAVING THE RIGHT LEADERS
We know that we work for our bosses. But if we
don’t like our bosses, we are happy to leave and find
another company that has managers more in line with
our goals and purpose. Hire or teach your leaders to
be strategic, inspirational, forward-thinking — and be
real people that we can relate to. Listen to “us.”
MENTORSHIP
We like feedback. But we want that feedback in real-
time versus a traditional once-a-year performance
review. We want to know how we can improve and
become better contributors now. Set up a mentorship
program. Allow mentors and mentees to spend quality
time together, but don’t make it too formal. Allow us
to guide the relationship and let the mentors know
how they can be of most value.
FLEXIBILITY
We aren’t always fond of an 8 a.m. to 5 p.m.
schedule. We perform at our best when there is
flexibility in our schedule. We might work a few hours
in the morning, then take a break to workout, play with
our kids or visit the dentist. Then we can resume work
in the afternoon when we are recharged and ready to
focus. Empower your leaders to give millennials the
flexibility they need to perform at their best. Focus on
the results, not on how much time you see us sitting
at a desk. Consider allowing us to work from home at
least two days a week. Working at home allows us to
structure our schedules to maximize productivity.
COMMUNICATION
Millennials check their social media outlets for news,
entertainment, sports and just about any information
we need. We like short, concise information as
opposed to long, clutter-filled, tedious reports. Adjust
the way you communicate with your employees and

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your customers. Don’t send formal written notices.
Consider developing an internal company platform
to post information online, such as company wins,
employee of the month and inspirational quotes.
Encourage us to engage with other employees online
and talk about new ideas.
INVOLVEMENT
Now that you have “us” and like “us,” how do you
keep “us” at your company? We are contributors. We
like to be involved and offer ideas and suggestions.
We don’t want someone always just telling us what to
We are contributors. We like to be involved
and offer ideas and suggestions. We don’t
want someone always just telling us what to
do. We want to be a part of the process to
help make things better.
do. We want to be a part of the process to help make
things better. Schedule regular time for leadership
to meet and talk about strategy and vision and how
to solve the problems within the company. We have
thoughtful, innovative and sometimes even fun ideas.
Have innovation meetings at least once a month
with people from different departments. Many of the
best ideas will come from employees working in the
business. Be a good listener.
Sarah Scudder is chief growth officer at The
Sourcing Group.