What Really Motivates Millennials

What Really Motivates Millennials According to US Census Bureau statistics, there are over 80 million people that fit into the bracket of millennials. This is the largest cohort size in history, which means we need to recognise and mould the way we work to fit in with the millennials way of thinking. Over the years, employee engagement and motivation has been a hot topic with employers especially when it comes to the younger generation. What do young people really want from work? What can employers offer that will keep millennials happy and comfortable in the workplace? Forget about the pool tables and Friday afternoon drinks, Ive  put together  a list of the things that really motivate millennials. Include employees in your company vision: Including employees in the true vision for your brand will motivate them in more ways than one. Firstly, it really shows them the reason why they are doing what they do. Their role isnt just a few hours in an office and a pay check at the end of the month, its an integral part of the growth of a company. Sharing the company values and vision will also show them the meaning in their role, which in-turn will lead to higher motivation in productivity. Provide independence and autonomy: Respect the fact that many  millennials will want to work independently or collaborate with a group of people. The more autonomy an employee has with their work, the more passion they feel for it. and if an employee truly cares about the work they do, then of course its going to be of higher quality. Its also a good idea  to let them take on their own projects, as this will keep employees engaged and also encourage innovation and creativity. Be flexible: This is probably one of the most important points. Millennials need flexibility in the workplace. This generation know that work can be done from anywhere that has an internet connection, and it wa seven proven in a study that employees would sacrifice pay in order to have more flexible working hours and holidays. This is a point that employers can often turn their nose up at, due to mistrust of employees. But trust is an important factor in the motivation of  millennials, and if you show them you trust them, theyll feel valued and motivation will spike. Provide immediate feedback and one-on-ones: Millennials thrive on personal growth in the workplace. Regular one-on-ones and continuos lines of communication will keep your employees on-track, whilst providing a channel for you to advise and suggest improvements. If the communication is always open, the employee will recognise the real time feedback and truly appreciate it. This not only makes them feel valued but also helps them grow and improve. Promotion and movement: By making sure there are clear pathways for promotion, millennials will recognise the potential movement  and use this as a motivator for the work they do. Millennials dont like feeling like theyre going nowhere in a company, so make sure you offer chance of collaboration too. Offer training: Millennials are hungry for growth and improvement. Thats why they will always appreciate the opportunity for training and learning in the workplace. According to Adecco,  68% of recent graduates identified good opportunities for growth and development as one of their top professional priorities.

Moving from Free to Fee-Based Strategies - Personal Branding Blog - Stand Out In Your Career

Moving from Free to Fee-Based Strategies - Personal Branding Blog - Stand Out In Your Career Are you ready? Many entrepreneurs survived through the economic crisis by giving their services away for free. It is a known fact that sales and marketing are the first areas to be eliminated in a down economy, and the idea of purchasing is almost frozen in time. The surviving entrepreneurs were the ones who had enough business coming in or were able to work with accumulated debt. Now that markets appear to be recovering, those who did survive are ready to get on the bandwagon by re-energizing their previously sleepy business. New ideas and programs are being discussed and implemented. One such discussion was with “Carolyn” who proposed her new idea to me. Over the past several years she has interviewed authors on her radio show and generously wrote insightful reviews for them. But all of this work was free of charge. Carolyn is now considering requesting a fee for interviewing guest authors along with writing insightful book reviews. She asked my opinion regarding her idea. The one question led to many possibilities. Two immediate thoughts came to mind. It was advised she consult with colleagues and those who might one day use her service to find how they perceive the intended fee. I then asked if clients-to-be would regard a paid review to be a guarantee of a high rating, and if this could possibly develop into a dilemma on the possibility she weren’t impressed. Should the possibility exist, then rules for engagement need to be thought out long before implementing her service. By spelling out expectations upfront for both parties and clearly stating the same in a contract will protect those involved. Next, it was suggested to review the website of another company working in a similar space. The company boasts a collaboration of book reviewers. This makes much sense because much time is required to thoughtfully review each book. This too is another idea to be considered as overwhelm may kick in as the service becomes popular. At this point, power branding for the idea was suggested. Using this term, I refer to taking the one idea and combine with the creation of several complementary ideas to exponentially grow the audience reach. By offering a range of fee-based services, the likelihood of a growing clientele increases dramatically. Additionally, crossover from to the other service begins to take place. Lastly, an entire package incorporating all of the services may be offered at an attractive discounted rate. Next, a media site was recommended for Carolyn’s review. It provides resources for both authors seeking publicity as well as show hosts. Given Carolyn has an online radio show, this would be an excellent route for her to find additional guests plus further help her authors find publicity. One of my favorite business development techniques is to offer ideas and resources to other entrepreneurs. At some point should you need assistance, you will know many who are available to extend the favor. Another factor to consider is relationships build over time. Having built your personal brand, at the right moment, they will refer you to your next paying client. Incorporating these practices will put you on the wave of the Smooth Sale! Author: Elinor Stutz, CEO of Smooth Sale, (800) 704-1499; just released “INSPIRED Business A New View for Building Business and Communities”. Other titles: “Nice Girls DO Get the Sale: Relationship Building That Gets Results”, and “HIRED! How to Use Sales Techniques to Sell Yourself On Interviews. Elinor was designated as a “Top 25 Sales Influencer for 2012.”

What Questions Should I Ask in a Job Interview

What Questions Should I Ask in a Job Interview At the end of most job interviews, the interviewer will give the candidate a chance to ask questions of their own and in order to give the them the  impression that you really are interested in the company, its important that you grasp the opportunity and ask at least one question. If youre unsure of what kind of thing to ask however,  here are a few questions that you should ask in your  job interview. What experiences and skills does an ideal candidate for this position possess? This open-ended question allows the interviewer to tell you what exactly the company is looking for. If the interviewer mentions a skill or experience that you have, but didn’t include in your resume, now is your chance to let them know. In what way is performance measured and reviewed? This question shows your interviewer that you are interested in becoming successful in  the position you are applying for and appreciate the importance of delivering results. It will also give you an idea about whether your personal values align with the company’s or not. What do you like about working here? This question allows you to connect to the interviewer on a more personal level. The interviewer’s answer will offer you some insight into  the company culture and how satisfied the employees are. If you are applying for a job in a small company, and the interviewer is the owner of the company, then you may want to skip this question. Can you tell me about the people I’ll be working with? Its important to know who you will be reporting to and who you will be working alongside if you were to land the job, so that you can build an idea about where you would fit in and how your contribution would affect the rest of the company.  The interviewer’s answer will tell you a bit about the co-workers that you will be interacting with on a regular basis and give you further insight into the company dynamics.   Why does this vacancy exist? This will let you know whether it is a new role or if you are replacing a previous employee, and if so why did they leave? It may be able to offer a bit of insight about the happiness of employees and whether there is much progression within the company. Does the company offer any training or  further  education opportunities? This question shows that you are willing to learn and grow with the company in order to perform your best in the role and shows that you are looking to progress in your career and within the company. This is particularly important if you are applying for a job in the technology industry. Is there scope for progression within the company? This again will demonstrate that you are serious about becoming a valued asset within the company and are looking to progress within the business, showing commitment and drive. Employers want to hire staff with ambition and enthusiasm, so dont worry about coming on too strong or jumping the gun, as it will just show them that you are looking forward in your career and are confident. Do you have any hesitations about my skills and qualifications? This is one of those gutsy questions that may impress your interviewer. However, only ask this if you are confident about your qualifications and skills. Be prepared to convince your interviewer otherwise if they do flag up any concerns of theirs.   What is the next step in the hiring process? This important question should wrap up your interview. By asking this question, you show the interviewer that you are really interested in the job and that you are excited to move forward. You may also ask the interviewer about the number of candidates competing for this position. Image credit: Shutterstock