Considering millennials as the largest generation in the American workforce, its necessary to find ways to nail the corporate culture since today’s corporate teams are mostly made up of millennials. And yes, this isn’t the first time we are writing about millennials and certainly not the last time. This is one bone of contention that most of our clients engage us on how to retain and manage millennials.

So what can a company do to encourage millennials to cling on? The millenary wants a strong culture where a company’s values and visions are clearly demonstrated and the work environment is fun. We have cumulated a list of To-Do’s to make your company’s culture a good fit with the millennials, and a lot of the fixes are easy and practical:

Ways to Nail Corporate Culture

1.Give them purposeful work that ties to a larger goal:

Engaging in meaningful work is the foremost priority of millennials. JD is what entices the workforce so it’s important to take a hard look at the job description, process-oriented work is most likely to gain attention for a long time.  Money isn’t the only thing driving force rather the work has to be meaningful. It is imperative for organizations to make sure to tie their job into the big picture and help the company fulfill its goals.

2.Guidance and Opportunities for Career Development:

Millennials prefer bosses or managers who can coach them, guide them and at the same time give them trust and freedom to work on their own. This requires clear and disciplined communication, a mix of educational and motivational steps and apt mentorship. Robust skills set system allowing employees to get certified and attain a pay hike accordingly.

3.Socializing:

Another way to retain millennials is promoting socialization. There is a payoff here for the company too as this helps managers learn more about the employees’ and get acquaintance with new ideas and tech knowledge and gain a new perspective.

4.Work Flexibility & Supplying the right Benefits:

Advance a culture that promotes work-life balance (the norm these days) as the young generation respond positively to work flexibility. Thanks to the gig economy, the conventional 9-5 work is no longer the norm. It also encourages creativity and innovation.

To sum up, have an open door policy (sounds cliché but hardly practiced) which gives employees a sense of inclusiveness. Also, organizations need to look beyond the ‘millennial’ reputation as job hoppers and focus more on their potential.

Glocal is a leading Offshore Recruitment Process Outsourcing (ORPO) firm with offices in USA and India. We are the winning ORPO ammunition every RPO needs. Here’s more about us: http://www.glocalrpo.com

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We are focused –

Where it is recruiting or restricting your current profile, in-depth understanding of market, strategy and business planning is the quintessence of Glocal’s business development managers.

Specialized Experts –

Our managers are involved in continuous research to stay abreast of the latest developments and trends in the industry. Power of our expertise is unmatched.

A Strong Foundation –

With wide expertise in International Business Development, we help offset high cost and hiring new resources. Our managers go through stringent selection procedures giving the best results.

Accountability –

Working as a unit to provide your business growth the best results as high returns and accountability are closely tied. We follow a step by step procedure to make you understand who you are going to work with.

Freeing up your Time –

A business development team clued into your needs can have substantial benefit for your company. We are dedicated helping you achieve your business goals and objectives and grow fast.

If you are trying to get your Business Growth to the next level, get virtual offshore dedicated business development managers from Glocal ORPO. A quick phone call or email is enough. We will respond instantly: +1 646 705 0202, info@glocalrpo.com

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Below are some innovative ways to structure your HR department:

   1. Hire for “People Operations”

“People Operations” is basically a data-based approach to human resources which involves which involves understanding People, the most valuable asset of a company. It is something more than just human resources. “People operations” is based on retaining employees by figuring out what interests them or motivates them. This can be found out by having a team which is totally dedicated to employee-related data, it would help in identifying issues that continuously leads to attrition and disengagement and thereby preventing them.

    2. Provide big software to boost small teams.

In small human resources teams, HR professionals often have to perform multiple roles, from being a recruiter to talent manager to an accountant. Companies nowadays are choosing to automate certain HR tasks to make tedious processes easier for both employers as well as employees.

By automating certain HR functions like legal, payroll, or benefits administration, there’s more time left for interacting with and managing employees which can help in putting the “Human” back in human resources. Companies with a growing HR team, usage of software makes a small team feel superhuman.

   3. By adopting a business partner model.

Companies that adopt this HR model rely on much more than just HR generalist and their role. In the HR business partner model, designated employees from the HR department work closely with the company’s senior leaders to develop an HR agenda that closely supports the overall company mission.

Companies place more focus on aligning individual agendas towards company’s goals and objectives and hence HR business partnering is gaining popularity. From financial status to production statistics to sale projections, business partner model requires Human resources department to be involved in almost every aspect of a business. Business partners play an active role within the company, rather than just acting as the silent partner. Smart business is the one which integrates HR and other business functions to make it easy to identify, develop and align employees.

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