With 54 million Millennials, including some of the twenty-somethings, composing the largest segment of today’s American workers, it’s high time we strategize specifically to attract and retain these workers.
And why wouldn’t we? Today’s twenty-somethings are more educated than ever, they’re tech savvy likeno other group in history, they have great work ethic when motivated, they’re oozing with energy that favorably impacts people of all ages and they value and want to be part of a great work culture.
Kind of hard not to win with that, wouldn’t you say?
So to grab and keep hold of that opportunity, let’s dispense of some Millennial and twenty-something stereotyping we hear all the time that’s just way off.
1. Twenty-Somethings don’t want to work … WRONG! They actually DO want to work, it’s just that they want to work at something they consider meaningful. Today’s twenty-somethings are about difference-making work, not clocking in. They’re about serving, not servitude. Yes, they’re going to bail if we don’t give them reason to stay, but we absolutely can attract and retain these workers if we specify, qualify, amplify and typify things like clear (as in stated) vision, purposeful mission and deliberate team culture and center our existence as an organization and workplace around these motivations. Because of this, we have a great advantage in recruiting (and retaining!) this generation of the workforce. There are few other industries as focused on serving and improving the lives of their patients and customers as we. We do work the twenty-somethings can feel great about doing, so it simply becomes a matter of illustrating this in our recruiting efforts.
2. Twenty-Somethings aren’t team players … WRONG! They’re quintessential team players, and will play with team members of all ages, as long as they feel engaged in value in what we’re doing. This generation grew up with more social interaction and more emphasis put on working together than any, and have learned to value and leverage their own strengths complementary to those around them. Twenty-somethings can be some of our absolute best team members once they’re taught to channel this knowledge to the people, ways and systems within our practices.
3. Twenty-Somethings are “Job Hoppers”… RIGHT AND WRONG! These workers do tend to job hop more frequently than those before them, no doubt about it, but for more of them than not, it’s not because they’re wanting the next sign-on bonus. Today’s twenty-somethings tend more than any other group in history to hop if it’s not right, but perhaps rather than criticize that (which I admit is not terribly hard to do), we could seize opportunity to create a valuable, more meaningful, and by all means more FLEXIBLE workplace. In fact, Twenty-Somethings are often MORE likely to stay with an employer with a great team culture and positive work environment despite having other, higher paying opportunities without that great culture and environment. That said, they simply wont’s stand for things like spending limited PTO every time they have to pick the kids up early. Despite challenges in doing so, we employers need to get more creative and make flexibility a team retention strength rather than a weakness.
A good friend of mine here at home is a great example of this. He works for a big insurance company in Omaha, NE, and has for a couple years now (basically since graduating in 2021). From what I hear from him, he loves the team he works with, and has loved working for this company. In fact, he spoke often about how much he enjoyed his workplace, the people with whom he worked (teammates and clients) and appreciated how the company took care of its employees. Up until just a few weeks ago, they were offering employees hybrid work schedules, allowing them to work from home a couple days per week, and offering all employees Friday afternoons off during the summer months. Again, he loved it, and based off what he told me, I see no way he was leaving any time soon. However in the last few weeks, the hybrid work schedules have been discontinued, and they were recently informed that this summer, they will not be getting their Friday afternoons off. Almost immediately upon these changes, he’s shifted from “I love my job!” to, “I don’t know if I’ll keep working there.”
4. Twenty-Somethings aren’t ambitious … WRONG! I observe today’s twenty-somethings to be VERY ambitious, but it’s a more “balanced ambition.” They absolutely plan to own houses/vacation condos/SUVs/toys, travel to exciting places often and be able to Venmo on a dime, but not at the expense of shallow servitude. They want appreciation in meaningful work, not just a boss and a paycheck (which they can get anywhere). We need to be a creative workplace, and by that, I don’t just employee lounges and beanbag chairs we read about. I’m talking about demonstrative work/team culture in progress doing meaningful work.
We’ve mentioned a company in Nebraska (for whom Dane worked in college) before that is famous for two things: Compensating their employees incredibly well, and having a less-than-enjoyable culture/environment. Despite their well-known reputation, a TON of young people take jobs there thinking, “I can put up with anything for what they’re going to pay me, how bad can it be?” only to quickly find the money is not enough. I’d venture to bet nearly every person who leaves that company takes a pay cut in doing so, illustrating this tendency to value culture in the workplace.
So it’s not about glasses. It’s about how they (and their teams!) help patients have great life and the experience providing that together. Why wouldn’t we want to attract and retain that thinking?!
In a nutshell, today’s workplace for twenty-somethings is like a vocational version of the college sports transfer portal – either it’s working out for them, or they’re movin’ on. And working for them doesn’t just mean they’re just playing a Aposition. It means we’re providing an exciting, engaging, dynamic workplace in which they feel they’re included, appreciated and contributing. Personally, I love it!