Instant gratification.  High hopes.  High expectations.  Easily dissatisfied.  All of the aforementioned can be quite indisputably attributed to our Millennials today.  Surely we are aware (and constantly reminded) that every generation has it’s adverse qualities, just as they have their formidable ones.  But let’s focus on our Millennial generation for a moment.   Why do Millennials get the heat for creating these impossibly high expectations for not only themselves, but those around them, and the jobs and situations they find themselves in?  And how can employers of Millennials realistically tackle this issue?     

In FUSE, the notion of keeping Millennials not simply happy, but compelled to stay motivated, is essential.  So employers are invited to thus, show the love. 

 “Recruitment isn’t enough to be successful; employers have to work at keeping Millennials interested and inspired.  The key is to find ways to leverage their unique talents to the benefit of your organization” (p. 51, Fuse).

It sure sounds like those Millennials are constantly expecting special treatment, but then, why wouldn’t they be?  They were raised to believe they were special and unique.  Sure, they might be.  But they way to their heart (and hard work ethic) is by honing in on, and highlighting their strengths, talents and dexterity.  Millennials are true suckers for respect, recognition, and reward. 

As stated in FUSE, “Motivation is as complex--or simple--as you want to make it, [but] it starts with understanding the psychological profile of your workers, and requires that you customize incentives.”  

If you’re constantly thinking about what you can do, or how you can better your company or business, try thinking about how you can make your employees happy--especially those Millennials.  They’re a unique breed, but they can be easily pleased with the right motivation and incentives.   

Speaking the Language #FuseFriday

Putting Your Money Where Your Mouth Is