Most companies are composed of a multi-generational workforce.
A major challenge for companies in the Philippines is the growing number of Millennials. In the Philippines, Filipino millennials make up 1/3 of the country's total population. Thus, companies are looking for ways to effectively understand and motivate this key group of employees who are often misunderstood and considered “different”.
Here are several tried-and-tested ways to motivate this generation and the next.
BE A MENTOR, NOT A MANAGER
Looking at what an employee can bring to the company is half the picture. You also need to look at what the company can bring to your employees.
You need to invest in your team as people, not just as employees. You will have to invest the time to know what they want out of life and their careers (beyond their current roles). And help them navigate their long-term career plans with coaching and stretch projects.
They will not be at your company forever and that’s becoming a fact among most Millennials. Make their stay a highly productive and constructive one.
Celebrate their achievements inside and outside of work.
Millennials are hungry to learn and extremely curious. They like to travel and explore the world. By being open about their side projects and helping them pursue their goals in and outside the workplace will be valued.
Celebrate their achievements. Encourage them to share what they learn outside the office. Ask them what skills they developed or new ways of doing things that might help their peers and the company do things better.
IMPLEMENT A PERSONALIZED REWARD AND RECOGNITION SYSTEM
You have to find ways to stay engaged regularly.
Your twenty-something team will appreciate it since it keeps them connected. For example, you can celebrate people’s birthdays with a simple gathering and movie ticket rewards. Hold regular “What if” meetings or brainstorming sessions to address big problems or emerging trends.
Staying connected and showing gratitude for great work and results go hand in hand. Make people feel valued with public applause and recognition. In addition, let them choose the rewards they want.
IDENTIFY OPPORTUNITIES FOR GROWTH
For Millennials, learning is top dog.
They care more about growing their skills and experiences than money if given the choice. An example given by Bianca (who is a Millennial) is asking her team mates to work on more creative projects (and subsequent presentation) that is beyond their job title.
Create space for them to grow and they will step up.
CHAMPION TRANSPARENCY AND CHOICE
Millennials need to feel connected to the people they work with more than with the company alone. For them the human connection is critical.
Managers should make them feel they are working for a decent person, and not a machine. Be willing to share your challenges, work stories, or better yet your failures. Showing your human side will strike a tone with them.
Give them choice. Allow them to choose the rewards for stretch achievements. Better yet, provide the team rewards for experiences they truly want.
REWARD EMPLOYEES BY HELPING THEM ACHIEVE THE LIFE GOALS THAT MATTER TO THEM
A comprehensive study by the Pew Research Center in 2010 found that Millennials place a higher priority on helping people in need (21%) than having a high-paying career (15%).
In order to unleash their creative energy, we need to know and appreciate the things they care about. Give them time and support to pursue socially relevant activities. Whether it's weekends with Habitat for Humanity or time off to run in charity marathons, the company's encouragement helps them feel good about the company. Furthermore, people get to know each other outside of work, build powerful bonds, and develop themselves personally and professionally.
Recognizing the efforts for community activities will be a big reward for them.