What Millennials Really Want at Work (Hint: It’s Not Free Lattes)

Millennials, those born from the early 80s through the late 90s, are bringing their unique worldview to the workplace. As the largest generation since the baby boomers, their attitudes are creating a shift in how business as usual is conducted.

A recent Gallup study identified some of the key characteristics millennials value, wanting more from their job than just a paycheck: meaning, purpose and ongoing development. The study indicates that despite these priorities, the majority (55 percent) of millennials are not engaged in their jobs and half don’t expect to be at their current company a year from now – a missed opportunity for employers.

The perks you might think are setting your company apart as a desirable workplace – ones embraced by previous generations — may be off the mark when it comes to this group. It’s going to take more than casual Fridays or free lattes to attract and retain the best employees.

Here’s a look at what keeps millennials motivated and engaged.

Purpose

A pool table in the breakroom is no substitute for creating an environment where they feel their work makes a real difference. More than any previous generation, millennials need to know that their work matters. It’s important to clearly define the company goals during the hiring process to ensure your future employee knows what they are signing up for.

Feedback

If you only provide feedback once a year during the annual review, don’t be surprised if your millennial employees don’t stick around long enough to listen. This generation values constant communication. They want to know their work is being noticed and are open to opportunities for improvement. Simply put, they want to feel their contributions are valued and appreciated. Weekly meetings with supervisors open to change will generate a sense of engagement and ownership.

Flexibility

Arbitrary rules are a major turn-off for millennials. Perks like flexible scheduling and telecommuting are especially valuable to this group.

Development

Millennials will not be happy merely punching the clock or doing the same task forever. Professional and personal growth is a priority. They crave increasing their value as employees and gaining the skills needed to improve their position with the company. New challenges will keep them motivated and employed.

Opportunity

Millennials appreciate being given responsibility from the start. Like any employees, they do not appreciate micromanaging. They do, however, expect the support necessary to succeed. Instead of waiting for them to “earn” autonomy, give them a goal early on, along with a few parameters and deadlines. Turn them loose, checking in with them periodically to offer feedback and support.

Progress

As witnessed by their use of social media, millennials hope to see quick results. There is not the sense of slogging away indefinitely to “pay their dues” or building seniority in this age range as with previous generations. Frequent rewards will help keep them engaged. For example, if your company typically offers an annual raise or bonus, divide it into 3 or 4 smaller raises throughout the year.

Understanding

Not only are they the workforce of the future, but they also have a lot to offer. The constantly evolving technology they have grown up with suggests they are open to continuous learning and finding better ways to operate a business. Plus, millennial turnover is expensive, costing the U.S. economy $30.5 billion annually, according to Gallup research.

Producing the right environment will encourage dedication while harnessing millennial creativity, passion and enhanced productivity for your business.

You may also like Costly Career Mistakes to Avoid. For more of Diane’s etiquette tips, read her posts on Inc., subscribe to her articles on Huff Post, “like” The Protocol School of Texas on Facebook, and follow her on Pinterest, Instagram and Twitter. Buy her new book, Modern Etiquette for a Better Life.