Learn how to identify a disengaged millennial, and what to do about it.
- You may be thinking to yourself, I don't have a Millennial turnover problem. While that may be true, you may have a millennial engagement problem. 71% of millennials are either not engaged or actively disengaged at work. Think about it, 7 out of 10 millennial employees are just phoning it in and going through the motions. Here are a few signs your millennials may have already mentally quit. First, the conversations are never about work. Now I'm not suggesting your employees shouldn't be friends or that they shouldn't share details about their lives with each other.
However, if your employees are never talking about work it's likely that they aren't bought into the mission and they're not emotionally engaged in what they spend the other 7 1/2 hours of their day doing. Second is an increase in sick time. This is not a tell tale sign of disengaged workforce, however be careful not to jump to conclusions on this one. Ask first and look for other signs of disengagement that reinforce this suspicion. If your employee used to be enthusiastic and show up early every day and now they're asking for every other Friday off something is probably wrong.
Third, a decrease in questions. Employee's should always be asking questions no matter how long they've been at the job. If the questions stop they're either not engaged or they're not challenged which is a precursor to disengagement. Fourth, you know it in your gut. Does the conversation seem dull? Is the coffee pot being refilled at 3 p.m.? Do you sense that it's just not the same with certain employees? While there could be an underlying issue there's also a chance that your gut is right and that some of your employees have mentally resigned.
So what do you do if you see these signs? Ask. Schedule some time with your employee and ask them, it seems like you're not as excited as you used to be. What's going on? Disengagement can spur from several causes and often times it's recoverable if it's addressed. Get to the root of the problem and do it quickly.
- Framing the problem
- Interviewing millennials
- Communicating with millennials
- Engaging and retaining millennial talent
- Providing feedback and positive incentives
- Letting millennial employees go