It’s equally important that senior staff are continuously developing. Often thrust into positions of power because they’ve been around the longest, but with little or no people management skills, a team leader or manager who doesn’t understand how their underlings tick is the most common reason for rapid graduate turnover. It’s key that organisations encourage the soft skill development of those in leadership roles. Technical experience doesn’t automatically equate to leadership ability. The chances are, the longer someone has been in the company, the more they’re going to need the help.
If a Millennial isn’t happy, or feels as though an improvement could be made to a product, service or office policy they want to be encouraged to voice their concern, they want it taken seriously and they want to see change implemented, quickly. Too much red tape is frustrating and unless you can offer a solid counter argument as to why their idea isn’t an excellent one, they expect to see results. Regular surveys and ‘town hall’ meetings are an excellent way to demonstrate that you’re open to feedback and operate with transparency — all of which matter to graduates today.