I explain to HR professionals and managers how to attract and retain the current younger worker.

Read Full Transcript

If you're going to start groaning now, just cut away. You're not the right audience then to help.
I'll simply say Millennials are the best educated and most tech savvy workforce that we've ever created, and they are smart, effective, and they've been encouraged to be successful. You may roll your eyes at this point and say, "God," but you're just another victim of an industrial system that trains you to just shut up and do your job. Do what you are told; don't speak up and lived with the "or else" from the time you were little and told that and the consequence was you won't get into a good school. You were told to shut up, do what you were told, regurgitate a bunch of stuff, "or else" you won't get a good job. Now, you'll live with the "or else" of we'll fire you.
Millennials don't live that way. They believe, and rightly so, that they have earned the right to be at the table. What they're looking for is meaningful work. Not a bad thing when you stop and think about it.
They don't want to be treated as wage slaves. They want to be treated in a respectful way. Don't you? So, I'll simply say, the easiest way, and it's a no cost way of doing it is, number one, start by identifying what your firm's mission is? Don't know it. Well, there's the first problem. An organization has a mission and a purpose for why it exists and the organization has to be connected with it.
Now you may think "these people talking about mission statements, what a waste! We're here just to make a lot of money." Well, Millennials don't care. They want to do meaningful work. So, if your mission, like one I saw yesterday, which was basically, "We want to help ourselves and our clients make a lot of money," well, that's not going to turn them on. You'll get some people who gets turned on to, but you're looking for more than just a couple of people if you're watching this video.
So, a firm has to get connected to its mission. Then, from there, a department has to be able to talk about how what it does relates to the purpose and mission of the organization.
Lastly, as you talk with the millennial employee, you talk about how the job serves the group mission and the corporate purpose. Tying that together creates an emotional bond, so that when you give them an assignment and explain why it matters, the millennial can hook into it. Most workers can hook into it.
So, I'll just point out that there's some great mission statements out there. I was reading one yesterday that you'd recognize the firm about and it lays out its case beautifully. I can see how every worker can really believe that what they're doing serves the corporate mission and why that mission would be so attractive.
I saw another one yesterday, like I mentioned, we want to help ourselves and our clients make a lot of money." That's right, some people who like that, but is that really a mission statement? How is the world going to change as a result of you being successful serving that mission? Not real attractive.
You go on. There was one I saw yesterday, where it talked about how "we hire our employees," and I don't want to describe the employees even though it's in the mission statement, so that they and we can serve our customers better. Boring!
Most of the mission statements were talking about how they want to have a motivated, caring group of employees who care about serving the core corporate mission which is serving our customers. Awful! Awful. Can you really connect with that?
How does the world changes as a result of your work? To me, a mission statement involves a vision of how the world changes and the action that the organization and person will take that will heal the particular outcome.
So, you know, the vision of the world, the action that the organization takes, just making our customers happy, mundane and boring.
But if you can lay it out, if you can see the corporate mission and is a firm's mission isn't valid, if it isn't a good statement, if there's nothing inspirational about it, if there's nothing that motivates people to give their heart and soul to it, they're hiring another disposable commodity. If that's what you want, a lot of millennials will basically tell you to bark up a different tree.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.

 

About the author