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

The post Retaining those Restless Millennials appeared first on Blog.

Critical areas – To facilitate the success of your outsourcing venture, a few core functional areas need continuous monitoring by both, the service provider and the client. These critical areas cost communication and performance management. Cost is often one the most important factor cited for choosing a service provider; therefore it is necessary that both parties scrutinize the pricing and scope of the outsourced project before signing a contract. Establishing effective communication strategy is a priority. In order to effectively manage your offshore outsourcing ventures regular feedbacks, consistent contact between both parties, and transparency are all critical factors. Another critical area in outsourcing is performance management which includes both – adherence to timeline and quality of the project.

Managing risks – cutting down on cost is one of the primary reasons for outsourcing, so it is important that you must make maximum savings in terms of cost. To avoid cost risks, sign up with a firm that provides services with no hidden costs for training, maintenance or infrastructure. Ensure that you’re getting complete financial transparency. Another risk area which needs management is communication risks. Open, regular and direct communication with the outsourcing vendor is crucial to the success of your project. Choose a vendor that has established communication systems like Phone, Chat, and Email.

Apart from the aforementioned, you also need to manage knowledge transfer risks, for increased productivity, you must make sure there’s a seamless knowledge transfer between your offshore vendor and your company. Ensure that all important information is sent directly to your outsourcing partner. You’ll also need to work on performance risks, to avoid such risks, decide on a timeline with your service provider, at the inception stage of the project and make sure that the work is completed within this timeframe. Regular analysis and reviews of the work can help in tracking the progress of the project. In the end, don’t let these risk factors stop you from leveraging the benefits of outsourcing.

Managing your in-house team – Before outsourcing, it is important to get your company organized first. You can begin by evaluating your in-house competencies and uniformly distributing work between your in-house team and your offshore vendor. Deploy a dedicated a team to monitor your vendor and to attend to queries. Train your resources on effectively managing an offshore team. Educate your team about the importance of transparency and communication with the service provider. Having a strong in-house team can help you in managing your outsourcing ventures successfully.

The post How to manage your offshore outsourcing ventures appeared first on Blog.