How To Fully Engage Bored Young Millennials
According to a recent study released by Udemy, an online learning and teaching marketplaces, young millennials (ages 21-24) are nearly twice as likely to be bored at work (38%) than Baby Boomers (22%). The Udemy report found that bored employees are twice as likely to leave their job within the next three to six months.
Bored Millennials aren’t necessarily neglecting their responsibilities. Actually, they may be so efficient or tech savvy that they complete their work faster and find themselves with extra time. In some ways Millennials are working smarter, not harder. The big question is how do you keep a highly efficient employee of any age engaged and challenged so they don’t leave?
Millennials Want Learning Opportunities
A survey by Intelligence Group found some good news; 64% of millennials said they would rather make $40,000 a year at a job they love than $100,000 a year at a job they think is boring. Based on this study paying millennials less and challenging them more may be your best option. This is not a new concept; studies over the last fifty years have revealed that money is not a primary motivator if it is perceived as adequate.
A study conducted by the Boston Consulting Group found the top influencers of employee satisfaction were “work environment” or “job content and opportunities.” Perhaps what is more interesting is that contrary to some of the other studies which show compensation as the #1 factor for happiness, this report puts salary at #8. This confirms what most savvy managers already know. You can’t pay someone a lot of money, treat them poorly, and expect them to be fully engaged in their work just because they are paid well.
Darren Shimkus, VP and General Manager of Udemy for Business, says, “Overwhelmingly, 80% of employees surveyed agree that learning new skills at work would make them more interested and engaged in their jobs.” Udemy’s report concluded the reason employees are bored is due to the lack of opportunity to learn new skills. Employers should capitalize on that willingness to learn by providing opportunities for employees to be challenged and rewarded. Providing learning opportunities to highly efficient employees will give them a sense of growth and momentum which can become a win-win situation for employer and employee.
Where To Begin?
Begin by developing your team leaders and project managers.
Click on the following link to view a short introductory video and
Get Immediate Access To The Team Leadership Effectiveness Questionnaire
to help you prioritize your curriculum.