Your standard monthly, or even weekly performance reviews

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One important finding from SAP’s study is that millennials want to receive feedback on a regular basis. As opposed to non-millennial, who are quite happy to be given feedback once or twice a year, Gen Y workers want more of it. Ideally, they would like their manager to give them informal feedback at least once a month.

Many employers still rely on annual goal-settings, with scarce progress check-ins taking place throughout the year. The real problem is that employers are not only providing insufficient feedback, but they aren’t even providing the right type of feedback that these workers are after.

Simply aren’t cutting it. Employers need to focus on learning and growth, to belarus phone number list prevent millennials from becoming stagnant, and instead help them look to the future. They’re looking for meaningful and productive conversations that will allow you to unearth any concerns, conflict or ideas more promptly.

By providing continuous feedback, even on an informal basis, you can give workers a chance to alter their behaviors and actions prior to a formal review. For them, it’s not about receiving constant praise, but rather about “keeping score” so they don’t end up being blindsided at their next review.


Help them stay connected
One of the most overlooked factors to job satisfaction for millennials, is friendships at work. LinkedIn’s Relationships @Work study revealed that 46% of professionals across the globe believe friendships at work are important to their overall happiness. Building up relationships with others at work not only makes you feel more connected, but it also makes it easier to share feedback and ask for advice.

Relationships are getting more and more personal, with 67% of Gen Y workers likely to share personal information with work friends, including things such as family issues, relationships, and even salary. The trick is to allow younger workers to feel connected at their workplace by encouraging social interactions.