Employee Engagement Policies for Millennials Require a Different Approach
Jitesh Nair

Finding, attracting, hiring, and retaining talent has become a massive challenge for companies with the rise of contract based opportunities for select short-duration projects. In addition, the growth of the gig economy is making companies look at telecommuting and other flexible work arrangements as part of their HR policy.

Companies can attract the best talent regardless of where they are located or what time zone they are in. Also, they can gain access to a wider pool of applicants including differently abled people who may prefer to work from home. Work-from-home also boosts employees’ morale/loyalty and increases productivity.

Today, millennials account for nearly half of the global workforce and the standard engagement practices of the past are not effective enough. Failure to adapt to the millennial mindset quickly would result in companies losing out on the top performing talent. Creating strategies to engage millennials requires a very different approach and strategy.

Managing performance, recognition, and career opportunities are the top engagement drivers for millennials. Traditional biannual performance appraisals need to be replaced with continuous feedback. Revamping and innovating employee recognition practices can help companies capitalize on the millennial talent. Companies that are able to adapt to the changing rules of engagement for the diverse generation would have better possibilities to innovate, grow, and compete.
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