Human Capital Management Blog

Strategies for HCM Professionals

How to set up your millennial talent for future success

MillennialsBaby boomers are retiring at a relatively rapid rate, and as hiring heats up the focus is on millennials. Millennials surpassed Generation X as the most substantial demographic in the labor market during the first quarter of 2015, according to Pew Research Center. These young workers are a valuable resource and are eager to make their way in the workplace, but often they’re in need of assistance. Though fluent in technology and willing to grow professionally, millennials are also inexperienced. Just like any generational cohort entering the workforce for the first time, these young workers haven’t been around the block in terms of professional practice. 

In fact, the vast majority of young workers – 74 percent of millennials and Gen Zers – indicated their schooling didn’t prepare them for their careers. So once they step out of the classroom and into the office, millennials might immediately find themselves feeling left behind. That’s a bad foot to start on, and it’s in employers’ best interests to give their young new employees a little help. 

Quench young employees’ thirst for knowledge 
Training is key to giving young employees the tools they need to succeed. Most executives believe the hardest thing to recruit for is problem solving or critical thinking skills, according to Entrepreneur. So this is where management should start, in terms of developing onboarding & training programs. 

Of course, these talents are among the most difficult to teach. One way to work on critical thinking is gamified training. Bringing gaming elements to education will make it fun while simultaneously bettering problem-solving skills. And it couldn’t hurt to have older employees engage in gamified training sessions as well. It’s never too late to better your brain.

Put millennials on the path to success
A focus on career development will also go a long way in preparing young workers for the professional path ahead and build loyalty to the company culture. Ensuring young employees are ready to take on new responsibilities will build a degree of succession insurance. This is especially important as baby boomers drop out of the workforce and leave gaps to fill in company hierarchies. 

Employers that invest in their young staff through training and career development programs will see a return on their investment by setting their millennial talent up for future success.

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