Posts Tagged ‘career path’

What Millennials REALLY want in the workplace

millenial-picNOTE: This blog contains links to the two excellent studies referenced therein!

The “Four Generations in the Workplace” discussion (see my blog on this from a few years ago) continues to be one of the hottest topics in the ever changing diversity and inclusion field. Even as the discussion really does need to focus on the various advantages each generation brings to the workplace, and how the best companies know how to build strong teams across all generations, Millennials still get a bad rap from many. I often hear comments like “I hesitate to train these young employees since they will leave within a year.” OK – I hear you, but I ask, why do millennials frequently job hop, and what are they looking for in a job?

My main point: Millennials truly desire organizations that offer them personal growth and flexible career opportunities and advancement, and if more companies invested in their younger employees, they may actually stay for the long haul!

Let me provide data from two studies.

First, Gallup Inc. has done an extensive workplace study across the generations, and issued a superb report called “How Millenials Want to Work and Live.” The Gallup study shows that only 29% of currently employed millennials are engaged at work, significantly lower than the other generations. But perhaps the issue is not “these slacker millennials,” but instead companies not providing the right value proposition for millennials in the workplace. Some key points the Gallup study makes include:
• Millennials are not just working for a paycheck, but looking for purpose in their profession.
• Millennials are not just looking for job satisfaction, but personal development.
• Millennials don’t want bosses per se, but coaches who help them grow and improve on the job.
• Millenials do view their job as an integral part of their lives.

A second study which was presented at a conference I recently attended comes from “Ultimate Software” and “The Center for Generational Kinetics” titled “Is There Really a Generational Divide at Work?” (Link to download the study.)

Though the study highlights many different aspects of generational differences and similarities in the workplace, I will focus on the career and personal development aspects. They include:

Millennials are truly seeking coaching, feedback and mentoring from their managers at work.

Millennials are truly seeking coaching, feedback and mentoring from their managers at work.


• 45% of millennials would quit a job if they didn’t see a career path they wanted at the company.
• 42% of millennials want feedback from their superiors at work, which is double the other generations. And most frequently, they seek the feedback so they grow professionally.
• One statistic consistent across all generations – 33% of employees knew whether they would stay long term or not at their company after being on the job for one week or less.

Both these studies underscore the importance of skills and career development in the workplace, especially among the millennial generation. Some of my clients using my innovative career mapping process have verified this point – when they present an overview of career development and potential at new employee orientation, it is met with resounding enthusiasm. Providing a robust system to assist employees with career development is a key tactic to increase employee engagement and retention.

Please contact me today for more information on the Total Engagement Career Mapping Offering and to set up a call so we can explore how this offering could fit within your organization.

Are You Protecting Your Organization’s Largest Investment?

Are you, is your company protecting your largest investment? So now you may be asking, “What is our largest business investment?” Is it in plant and machinery? Or inventory? Or perhaps some key databases with product or client information? Where is your largest investment?

Many executives and managers may not realize that for most organizations, the largest expenditure or investment is in people, often times referred to as “human resources.” According to Rick Anicetti, former CEO of Delhaize America (parent company for the well-known leading grocery chain Food Lion), a company’s people and their ability to get things done better and faster can be one of the true differentiators in a very competitive global market. In a small business dinner sponsored by the Triangle Organizational Development Network (see blog about this meeting), Rick further went on to state that “a company’s human resources (or people) are not only the most important investment of the company, but also its most expensive and fragile resource.”

The criticality of human resources is further confirmed by a recent e-mail I received from the Society for Human Resource Management (SHRM) that quoted a recent survey: HR professionals have stated that the biggest challenge they face over the next 10 years is retaining and rewarding the best employees (59% listed this in their top 3 challenges) and the second biggest challenge is developing the next generation of corporate leaders (52% listed in their top 3.) Clearly, especially as the economy improves, companies need to step up their focus on retaining their critical human resources.

A good career plan will have a balanced approach to building short term skills for the current job and looking at longer term career development

A good career plan will have a balanced approach to building short term skills for the current job and looking at longer term career development


One of the most proven ways of engaging employees and retaining top talent is to invest in career and skills growth programs. These programs need to provide education and opportunities to enhance current skills, but beyond that should also provide some longer term career guidance. Providing career path examples and encouraging a longer term focus can provide employees motivation to stay within the enterprise to develop a rewarding long term career.

Total Engagement Consulting offers an innovative approach using organization-specific career road maps that can fully engage your staff by providing valuable career progression information to keep them vital, enthused and wanting to grow their careers. Here are two additional links:
1. Link to more details on Total Engagement Career Road Mapping Services.
2. Link to a methodology for calculating financial business justification for career services.
You may also contact me at Stan@TotalEngagementConsulting.com for a word document summary of these services and to discuss how this process can be tailored to you so you can optimally engage and retain your most valuable resource.

My own career road map as an example - it contains a mapping of my career positions as well as the skills I developed in various roles.  This map can then be used to provide career path guidance to others seeking a career in consulting.

My own career road map as an example – it contains a mapping of my career positions as well as the skills I developed in various roles. This map can then be used to provide career path guidance to others seeking a career in consulting.

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