Gen Y values a multitude of perks in regard to company culture

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In considering how employees are going to advance their careers, why not have a career customization program? This can be similar to college students working with advisors or counselors. Employees could work with a mentor or someone in HR designated to discuss all the opportunities at the company. For instance, if you want someone right out of college, how are you going to get them to see your company as a long-term choice? A suggestion would be to present relevant job opportunities that make the most sense at different stages of their career, given the pace, workload, location and level of responsibility they are willing to take on. Giving employees a sense of choice in how they shape their careers is empowering. For a great example of this, check out Deloitte’s recent study on one of their initiatives.


Professional Training
The chance for continuous learning that is well supported with training is repeatedly south korea phone number library mentioned by younger employees as a primary reason they stay with a company. Giving employees options for shaping their careers is empowering only if they have the skills and capabilities needed to take advantage of new opportunities. It is important to make sure employees have easy access to the training and development resources they need. Provide your professionals with trainings on technology, leadership, mentorship and presentation skills to ensure they have the resources they need to grow their careers accordingly.


Company Culture
Such as the ability to have a flexible working environment. Arrangements like part-time work, job sharing, compressed work weeks and telecommuting focus primarily on an individual’s need to adjust their work situation. This can make it easier for candidates who have unique personal responsibilities; they have the flexibility to create a satisfying work-life balance.

In addition to flexibility, building a company culture that promotes engagement and retains employees goes back to its leadership. A transparent management team helps gen Y employees connect to their company. They want to hear candid communication about the state of the company and its goals for the future, for example, from executives. Along with this, transparency around difficult issues is essential to building trust with newer employees.

Of course, these are not the only values in terms of company culture that are important. In order to retain gen Y employees, the culture must promote collaboration and idea-sharing. Many millennials indicate that they need to feel like they are contributing and adding value to an organization. The use of games and contests may also get them engaged and highlight how their contributions are specifically impacting the company. Rewards and recognitions may also increase positivity in the culture.