Take a walk through your office, and challenge yourself to see how many of your millennial workers, or those born after 1982, you can identify by name. Chances are likely that if you work for a big company, the percentage could be relatively low as most millennials do not hold high-visibility leadership roles due to a lack of experience. A recent survey from Deloitte, for instance, shows that just 28 percent of millennial workers believe their organization is making full use of their skills; and research has previously linked feeling valued as a key indicator of job performance.
The truth is that your company could be failing to capitalize on the capabilities of young talented workers who can drive profits for your business. If you don’t provide opportunities to elicit these talents, chances are likely your young workers could seek out jobs with competitors who will take advantage of their talents. The average worker, after all, has a shelf life regardless of age; if he or she does not recognize any opportunities for professional advancement, he or she is likely to move on. The same Deloitte survey, for instance, shows that 40 percent of millennials want to work for managers who empower their employees.
One easy way that you could put your millennial workers to better use is to invite them to play a bigger role in your company’s webinars. Invite your millennials to serve as moderators, help with Q&A sessions, or even help plan and execute your presentations. In doing so, your millennials will be able to take part in projects that produce measurable returns for your company.
In effect, this strategy could help reduce millennial worker churn by fostering a sense of pride and accomplishment among your young workers. It’s an affordable, low-risk option that could produce tangible rewards for your company—and potentially keep talent from leaving your organization.
