Here’s Why Millennials Quit & How To Keep Them


According to Forbes, in 2025, 75% of our workforce will be Millennials.

It is important to understand the Millennial generation grew up with parents that explained everything to them and taught them to make their own decisions. This generation was not a separate entity from their parents and wasn’t told; be seen not heard, be subordinate, but was an equally joined force in the family unit. They had fluid family roles. This cultural upbringing carries over into how they are willing to operate at work and why they will quit.

The Bureau of National Affairs estimates that $11 billion dollars is lost annually due to employee turnover!

An immediate connection and integration remains imperative. 87% of employees are less likely to leave if they feel engaged and valued. Millennials demand a positive thorough on-boarding and training process. They are not satisfied with a one week shadow program, being left to “fake it” and figure it out as they go. They expect engaging training such as; gamification, animated videos, scenario role plays, interactive team building activities, online flashcards, & fact jeopardy. They want brief, accessible, frequent, ongoing training content with complex topics broken into subsections.

They stipulate distinct goals be set with movement and advancement opportunity. Millennials detest annual performance reviews in which the last 364 days are criticized. They bring urgency and want constant feedback, and validation they made the right employment choice. They need clear and constant communication that they are learning and moving forward with their skills. Cloud technology can facilitate a layered supervisor feedback approach with transparent productivity results.

Workers who report a “bad fit” also think their skills are not adequately utilized. Provide insightful skill, personality traits and behavior analysis so you can maximize each employee’s full potential. Millennials want to engage in meaningful tasks and justify their long term plan. Provide a dissection chart with the employee’s skill set, position tasks, and the employee’s occupational mission. This tangible visual will promote a sense of purpose.

The standard 9 to 5 work day is rapidly becoming a dinosaur. Millennial workers see work-life balance as a key issue to job satisfaction. They work as they play, and play as they work. This need for flexibility does not mean they demand to work less; it usually means they would like more options for setting or adjusting their work schedule. In a Randstad study, 91 percent said flex time improved their morale and 80 percent said it increased overall productivity.

Increased workload decreases employee morale, motivation, and endurance. This creates a relationship breakdown and employee burnout. As companies have restructured after layoffs and have attempted to get the same amount of work accomplished with fewer people, they have sabotaged their employees’ commitment. Carefully calculate realistic workloads and establish an employee vigor evaluation. Exemplifying that you care and appreciate strategic approaches to task analysis will stimulate interconnectivity between your employees and your company.

Explore what motivates your millennials. Growing to their full potential and helping others do the same is so much more important than growing the company. Millennials want to work in a culture in which people matter and their talent is cultivated. They care about the employer’s position on “giving back” to the community and deeply consider the employer’s mission. They want to participate in an organization with a public purpose.

Millennials are all about fairness and establishing boundaries. Workers will split if they feel they have a micromanager or absent boss. Many employees would rather switch companies than deal with a boss who will not let them complete a task without interfering, or with a boss that disappears and does not support their needs.

Millennials are aware of their emotions and will not let anyone limit their joy. They have witnessed their mother’s strong work ethic result in a layoff, no promotion, or a mediocre salary. They have seen their parents dedication to working even when they were sick and vacation skipped. This generation will not sacrifice today for something good tomorrow. Ensure your company leaders are not micromanagers, bullies, or ghosts with; psychological evaluations, emotional stability reports, judgement estimates, family home life analysis, and employee feedback reports. Your company commanders control your employees’ work satisfaction and length of stay.

Reynolds points out that “Millennials bring a sense of urgency to their career development and want a fast pace. They will push their employer for change, movement, and productivity. They will not sit and wait or tolerate ineffective processes. Listen and respect your millennials. They are a technology resource with a wealth of information and possess ideas for increased organization capability. Decrease your administrative tasks, increase inter-departmental work flow, and address the efficacy of your current practices. Your prowess will impress your millennial labor pool and develop deep company affinity.

Can you keep your millennial employees from jumping ship?

By: Kristen Goodell, M.Ed, Co-Owner
Kristen converts inefficient compliance management systems and siloed technology into a dynamic workflow with end to end client support. Through our implementation process we work with you to reveal areas of hidden risk and produce new best practices for your compliance management team.


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