Engage Millennials

Despite different experiences, Millennials are driven by the same motivations as other generations. Develop a plan to engage Millennials and experience the effects across your workforce.

Loss of high-performing employees.
An inability to attract or engage Millennials.
A disengaged workforce (all generations).
A lack of business continuity as baby boomers retire and Millennials are not prepared or present to take on their roles.

Lower turnover of high-performing Millennials.
Business continuity as Millennials are present and ready to take on new roles as Baby Boomers retire.
Greater engagement across the organization not only within the Millennial demographic, but also across other generations.

Identification of misconceptions of Millennials, and discussion surrounding the reality of the workforce.
Depiction of the generational demographic breakdown of the organization presently and in five years.
Discuss different methods of measuring engagement and select the most appropriate for the organization.

A clear understanding of the reality of Millennials to better design an engagement plan tailored to their motivations.
Clearly highlight the need to tailor engagement to Millennials as they will soon make up a large percentage of the workforce.
Develop an understanding of how to measure employee engagement, and identify which is the most appropriate for the organization.

Activities:		Outputs:
1.1	Discuss Millennial misconceptions and truths.
1.2	Chart the generational breakdown of the business on an organizational chart both presently and in five years.	A chart which demonstrates the increasing presence and importance of Millennials over the next five years within the organization.
1.3	Analysis of the different options to measure engagement, and selection of the most appropriate for the organization.	Identification of method to measure employee engagement going forward.

Reviewed job and organizational engagement drivers.
Selected key job engagement tactics, based on organizational culture and logistics. Developed a high-level implementation plan.
An understanding of the different job and organizational engagement drivers which together add to overall engagement.
To clearly highlight the need to tailor engagement to Millennials as they will soon make up a large percentage of the workforce.
To develop an understanding of how to measure employee engagement, and identify which is the most appropriate for the organization.

Activities:		Outputs:
2.1	Identify how your organization stacks up in terms of development.	Analysis of the current development opportunities that the organization provides.
2.2	Prepare managers with the tools and advice necessary to engage Millennials.	Customized Manager Training Deck: Engage Millennials.
2.3	Brainstorm recognition methods that align with Millennial engagement drivers and organizational culture.	Selection of recognition methods that will be valued by Millennials.
2.4	Develop an engagement plan which incorporates Millennials' preferences, organizational culture, and logistics.	Selection of job engagement tactics which are appropriate for the organization.
2.5	Assign accountability for each Millennial engagement tactic.	A RACI matrix which outlines who will be responsible for each engagement initiative.
2.6	Design an attractive Employee Value Proposition to develop a positive image in the eyes of the Millennials.	A high-level Employee Value Proposition which will help guide the selection of organizational engagement tactics.
2.7	Design an engagement program that aligns with your organization’s Employee Value Proposition and culture.	A high-level plan to increase employee engagement on an organizational level.