Google, Disney, SAS Institute, Edward Jones, Salesforce. What do all of these companies have in common you may ask? They are all on the top 10 list of best companies to work for in 2015 according to Fortune. They are also organizations with high levels of employee engagement, not to mention successful to a tee.
In this day and age, having a loose plan for engagement just doesn’t cut it. There are a variety of steps in between: research, strategy discussion, leadership selection, program creation, implementation, etc. In order to really delve into the disengagement dilemma, it’s necessary to have a solid understanding of who is not engaged and why for starters.
A recent Gallup report identified Millennials, or workers aged 18-34, as being the least engaged generation in the workforce. While you may think it’s because this selfie generation is too busy sending snapchats or trolling on Instagram while at work, think again.
According to the study, the reason only 29 percent of Millennials are engaged with their work in the U.S. is because they are not landing their dream jobs, and they are not being provided the opportunity to use their skillsets. As a generation that was primed to believe that they could do anything they wanted to do or be anyone they wanted to be, the fact of the matter is that they are facing a harsh reality.
Additionally, Ivey Business Journal highlights that Millennials also report a demand for increased recognition, career advancement, civic engagement, and a desire for performance feedback.
Nicknamed the “job hopping generation,” Millennials are quick to judge any organization not in line with their values or future goals. By giving Gen Y the tasks, recognition, corporate social responsibility, and advancement opportunities they crave, you will be doing a favor for your organization-not just accommodating a handful of younger folks that work for you, but preparing for the Millennial workforce surge forecasted in the near future as more and more Millennials graduate and start their trek out into the new world.
About the Author
Engaging employees of various backgrounds, interests, and generations may seem next to impossible. As an employer you want to reward your workers on an individual and meaningful level for reaching business goals, but may not have the time or knowledge to do so. If your organization is suffering in the areas of: retention, attracting new talent, low satisfaction, or safety issues among others, consider partnering with Perks. By pairing our Science of Motivation™ methodology with your unique business needs, our incentive programs have a proven track record of strengthening all areas of employee engagement, most importantly: productivity and ROI. Our programs provide unique employee engagement solutions by rewarding workers based on performance. Whether rewarding an employee for going above and beyond, referring new talent, or taking the necessary steps to prevent workplace accidents, Perks will work with you to design the ultimate incentive program to meet your needs.More Content by Perks WW Employee