work-life balance and stability key in millennials retention.
By now, you might either know or are already working with a millennial manager. It is expected that two-third of millennials in the workplace intend to hold a leadership position within this decade.
Millennials, also known as Generation Y and were born between 1981 and 1996, have worked for a couple of years now, and have since acquired new skills and are developing their leadership traits. One common characteristic of millennials is their curiousity. These young workers want to learn and earn more, as they crave job security above all else now.
It is thus important for employers to adopt a more holistic approach towards managing their workforce. Instead of judging an employee’s abilities based on their tenure or age, employers should be focussing more on skills and competencies such as learning potential and leadership qualities. Having robust learning and development programmes can also help build a highly-skilled workforce, which in turn will increase an employer’s attractiveness in the market.
key highlights of the 2020 gen-y employer brand report:
- Retaining talent through robust career development and training programmes
- Creating work opportunities that are aligned with the gen-y’s purpose and values
- Employee benefits that will help drive work productivity
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