This applies across the spectrum of age and experience, but is more important than ever with a new generation of workers who actually takes a longer term perspective. Stigmatized by some as the "what's in it for me generation," this group of Millennial workers really is looking out for what a company can bring them when it comes to career development, personal growth, and ability to make a difference.
When I spoke with Neil Howe, one of the gurus in this area of generational research, he told me that he sees millennials taking a longer-term perspective when they enter a job. Compensation is a very valid concern due to high debt and higher costs of living, but an equally if-not-more pressing issue is future growth.
If as a company, you can show them how you will be giving them opportunities to grow and develop over the next 5 years, you are going to provide them with a reason to develop this sense of loyalty some say doesn't exist in the Gen Y workforce. I would argue that they can be very loyal, but they need some good reasons for it.
One tool is setting up formal mentoring relationships in the workforce. Check out this great post by Penelope Trunk over at Brazen Careerist. How can you set up formal mentoring relationships in your workplace? Giving mentoring opportunities is an excellent way to challenge professional and personal development in mentors as well. Experienced younger workers in the same role as a new worker can be mentors, and this can be a way to get your Xers, Boomers, and Silents involved and learning to actively share their experiences and knowledge across the New Workforce.
have you seen effective formalized mentoring relationships in the workplace? How has it been done? How has it worked?
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