““The most important 2 days in your life are: the day you were born and the day you find out why”
Mark Twain
The European House – Ambrosetti’s HR Global Summit came to a successful conclusion on Thursday, November 29, 2016, with all the speakers fully in agreement on the urge of giving people a sense of purpose.
This is “truer than true” when it comes to Millenials and companies.
Millenials have been described as a demographic bomb in the workforce, as genetically unfaithful: Paul Herrick, Managing Director Human Resources EMEA, Burson Marsteller, shares also the bright side of this generation.
Millenials Whys
Why millennials, only 5% of workforce, are the headhunters main focus?
The answer is that Millenials expect this attention, they’re constantly asking for feedback, more than their fathers did. Feeling ignored or not properly recognized is one of the main reasons they leave their position.
Why rediscovering a strong commitment and sense of purpose is the key to win the HR war for talents?
A strong purpose, according to Geoff McDonald, Former Global VP HR, Unilever, is the best way to attract talents, Millenial talents in particular.
There’s a significant loss of trust in the world – and the younger generation is even more affected.
Since we spend lot of time in our workspace, providing a strong sense of purpose and meaning is the best way to engage and make the difference.
Before getting into this major transformation, just a couple of warnings:
- A strong purpose, that enhances the ambition and pride level throughout the organization is nothing like a purpose statement, something you don’t live. Genuine commitment is the key.
- If you can’t measure your purpose, don’t do it, stay as you are.
- Keep the product on the “nice feeling” side for a customer: an ice cream can be both yummy and responsible.
These are McDonald’s keypoints to reach the goal:
Millenials Hows
Now that we have given a brief explanation of why every company should focus on its purpose, let’s get into more practical suggestions, to attract Millenials and incorporate them successfully in your team.
Paul Herrick provides some examples from Burson Marsteller’s strategy, based on Millenials feedbacks and different trial programs like:
- 1 week 4 kids (pro bono work and positive values team building work)
- A shift program (where employees had the chance to live in another Country: it turned out to be very positive or very demotivating, due to the expectations of participants)
- Digital Business Mentoring Program
- Learning Path Program (a sort of social media platform as an intranet) – this one got discontinued because it didn’t have a positive impact.
The HR Team Role in the Process
HR department plays a crucial role in the whole process: ensuring all leaders have an authentic sense of purpose can mean success or failure of such a challenging stage of growth.
To see the upcoming Global Summits, click here.
L'articolo What Millenials Want sembra essere il primo su The European House Ambrosetti.