Advertisement

3 Tips to Help You Retain More Millennial Employees

From Recruiter - July 7, 2016

Millennials have areputation for being job hoppers. That reputation isnt entirely unearned:By some estimates, the average millennial job tenure is as low as two years, though other sourceschallenge this.

But regardless of whether or not millennials really are frequent job hoppers, the fact remains that a lot of organizations have trouble convincing them to stick around. Millennial retention is a huge challenge for many employers.

Genevieve Carlton, talent management consultant at personality assessment purveyor Caliper, hasheard from many clients who are having trouble in this department, and she thinks personality assessments can help.

Whats critical [for retaining talent] is knowing what motivates your workers, improving their fit to your organization, and allowing their strengths to shine so youre getting the most out of the people youre bringing on board, Carlton saysand these are all things that the right personality assessment can help you do.

That being said, Carlton stresses that millennials are a diverse population and that personality assessments areonly a piece of the puzzle.

Theres no crystal ball, Carlton explains. What youre really looking at [with a personality assessment] is what drives a single person.

Still, she does have some general advice about how toboost your millennial retention ratesadvice thats based on some of the data Caliper has collected from more than 3.5 million assessments conducted for more than 30,000 companies over the last 50 years.

1. Dig Deeper:Find the Motivation

Find theirmotivations, natural tendencies, and personalities. This is accomplished through the application of a valid and reliable personality assessment, which will allow you to build the solutions to reduce turnover, increase job satisfaction, improve alignment with career expectations, and increase effectiveness across multi-generational teams.

Basically, when you look at what personality is, its about what drives you, Carlton says.

It follows, then, that a good way to figure out what motivates your employees is to have them take personality assessments that will help you pinpoint their passions. Just make sure youre using the right kind of personality assessment. In Carltons words, it should be wide-ranging enough to work for many different people from many different generations, and it shouldnt put people in a box. Rather, it should maintain the nuance of each individual employees personality.

A lot of assessments out there are like Cosmopolitan magazine quizzes, Carlton jokes. If you answer A, youre this category. If B, youre this one. A good personality assessment is a window into the persons drivers and motivators.

Related: Money Isnt the Most Important Thing for Working Millennials

Tests like the Myers-Briggs Type Indicator, well useful in other situations, arent quite right for when it comes to determining motivators. (Not that Carltonis opposed to the MBTI; in fact, shes certified in it.) You want to use an assessment thats a little more dynamic, something that will lead to a deeper conversation with an employee or potential hire about what they want out of their job.

What youre seeing on the page is something that should be further elaborated upon, Carlton says. My best clients are the ones that use the assessmentsto have better conversations and interviews to seehow [an employee or candidate] will doat work based on their motivators.

2.Reduce Turnover: Improve Organizational Fit

The combination of a personality profile leveraged by people analytics can lead to four ways to reduce millennial turnover and improve long-term organizational fit.

One of the best ways to reduce turnover is to hire people who fit in with the organizations culture in the first place. If its too late for that, you can also tweak an existing employees job or career path to better suit their needs.

Carlton says there are four specific ways to improve organizational fit:

1. Improve Job Fit and Team Fit

This bit of advice is fairly self-explanatory: Get your employees in the right jobs and on the right teams based on their motivations and how those motivations align with the culture of the team.

Its important to note that many employers and team leaders dont actually have accurate pictures of their companies/teams cultures, which can lead to some accidentally ill-fitting placements.

For example, if youre the founder of anentrepreneurial organizationyou may have this perception that you need to hire hard-charging, aggressive, driven people because thats who you hired early on, Carlton explains. But your organization may havematured, and maybe now theres a new culture and different kinds of people are rewarded in your culture.

To make sure you have a handle on your organization or teams current culture, you may want to have existing employees take personality assessments. The results will give you a better idea of how your teams work and what the critical strengths and motivators are at your workplace.

And before they even make a hire, many employers set themselves up for job and teamfit failure by using outmoded job descriptions.

You may have anunderstanding of what a great customer service person was like five years ago, but thetimes are changing so rapidly, Carlton says. What worked phenomenally back then might not fit what you need going forward.

Advertisement

Continue reading at Recruiter »