When a company wants to make a benchmark comparison, it is usually on at least one of the following factors: how does my company’s satisfaction, engagement, or culture survey results compare to other companies in my industry; how does an external candidate compare to my group of people within the department I am looking to hire him or her into; or the organization’s current performance to past performance.
April 20, 2016 | Frank Costanzo & Dr. David Solot | HCI
As both consultants and managers, we know first-hand that the rise and fall of organizations over the next decade will be determined largely by the performance of the Millennial generation. If we are going to drive business forward over the next 10 years, then the business landscape must evolve into a Millennial Landscape—one that maximizes motivation, engagement, and retention. To do this, we must uncover the natural tendencies and personalities of Millennials, as a group and as individuals. As the business landscape changed to accommodate Generation X, so too must it change for the Millennials.
Discover the huge wealth of untapped talent to be found in the Millennial generation. Companies willing to engage Millennials in the ways they want to be engaged will rediscover the loyalty that seems to be the herald of a bygone employment age.