Can you measure the impact of employee benefits?

In a sea of Employee Benefits providers at recent conference in London (EB Connect) you would think that a smart engagement platform such as Motivii would be somewhat out of place? Motivii does not provide employees with reasonably priced cars, health care insurance, a gym pass or other “employee benefits”.

So why did we attend? What connects Motivii with Employee Benefits providers such as Tusker, GymPass and Vitality?

Ultimately benefits are given to employees to make them feel more valued, add additional perks to the role, motivate people to work harder, stay with the company longer and improve productivity. However, with all the benefits that a modern employee get, measuring the impact these benefits is a nightmare; especially when different benefits motivate different employees in different ways.  One size does not fit all, and so far there has been no way to measure what “fits” different types of employees. Stereotypically, Millennials may be more interested in a gym pass and a TasteCard, whereas baby boomers might be more geared towards smart eye care and private health care. How can employers know what suits their employees without measuring this?

This is where a bit like Google Analytics measuring digital marketing, Motivii could help measure the impact that these benefits have on employees.

Our solution is simple: to understand the effect of benefits you have to ask your employees about them: frequently and in a democratic way.

This can’t be done through a show of hands or a flimsy survey question but rather there needs to be a smart automated ‘continuous listening process’ that can track impact engagement and motivation over time.

At Motivii, we can map and monitor the impact of employee benefits through encouraging employees to complete a weekly review, where they log in their motivation and focus levels for the week. They are asked what their top 3 highlights and challenges were and what they want to focus on the next week. Similarly they answer 2-3 pulse questions each week that are inspired by Gallup and Great Place to Work questions.

Organisations can add custom questions, such as “what do you think of benefit X?” or “what benefits would you like to see?” But, importantly, Motivii provides you with a platform where you can understand the impact that the benefit has on employees by looking at sentiment, engagement, word cloud analysis around the time of implementing the benefit.

Importantly this integrated smart engagement platform allows companies to monitor over time how their teams are doing before and after employee benefits have been implemented with very little admin or having to “send out a survey”.

We are excited to be working with a few of these benefits providers and their clients to better quantify what benefits have the maximum impact on your employees. Our suggestion is that organisations need to not just look at the benefit but also how they measure the impact of that benefit. Similarly we see a future where benefits providers can show future prospects the measurable impact of their particular service.

Want to Try our 14 Day Trial

Give us some love on twitter

How classic marketing helped us change our navigation

I find it interesting that some of the old classic marketing concepts still hold true today in this modern digital age, just as when they were first created.

One of those is Marketing Myopia which I learned back at Uni (a long time ago!). Marketing Myopia was a term coined by Theodore Levitt for Harvard Business Review in the 1960’s. Essentially it was around how marketing fails when businesses focus on the features of the product opposed to promoting the benefits.

Some companies excel at getting across the benifit message (hello Apple), others don’t!  Having learned about it, progressed in my career, even lectured clients about it, I was shocked when I caught myself being myopic with my own product.

It’s all about the benefits and how it makes you feel, not the features!

Motivii has progressed from a simple mobile app, to a comprehensive platform that allows individuals to better connect at work, manage their objectives, have better reviews and much, much more. However, by the start of this year we realised that we had a problem. The mistake we made was to structure the product linked to the features, and your role in an organisation, opposed to the benefits for you as a manager or an employee.  For example, to access some of our features you had to click into Me or My Team in the Motivii navigation, before being given access to tools that were repeated in both areas… everything felt a bit buried.  

At the start of the year we were running lots of internal brainstorming and talking to clients about how they benefited from using Motivii. This was when we realised, in what only can be described as a lightbulb moment, that we essentially helped employees record how they feel at work, connect and have better meetings and one-to-one conversations or learn overtime how they, their team or organisation feel, giving them perspective on what to improve and change.  We kept going back to how we could get these three elements and their connected tools clearly into the product. Then the light bulb moment hit… why don’t we just make this our navigation!

This week I’m very excited to announce that after a huge effort by the team (thank you) we are ready to launch our brand new navigation. Record, Connect and Learn on Motivii.com.

Already from getting feedback from clients we can see this this makes a tangible difference. Our next plan is to update our native mobile apps with the same navigation structure and then expand this new approach.  

This whole experience reminds me to always put the customer at the heart of what you do and describe the product in a way that makes sense to them, not to yourself. Plus some of the old classic marketing principles still hold true and you should always practice what you preach 😊.

 

8 Ways You Can Learn To Love Your Job – Even When You Absolutely Hate It

It’s that time of year again, the 14th February, or in other words… Valentine’s Day. A day that celebrates love. Whether you’re jumping at the chance to surprise someone with chocolates, or cursing all the loved up couples whilst crying alone into a tub of Ben and Jerry’s, nobody can deny that celebrating love is something simple and sweet.

But why should February 14th be restricted to those in the thralls of romantic bliss?

Whatever our plans are this evening, it’s likely that on this Tuesday we’ll be stuck at work until they happen. In fact, the average person will spend around one third of their life working. What’s more, the annual Sunday Times Best Companies to Work For awards are coming up next week, full of companies with employees that love their jobs and really enjoy going to work. That’s great for them, but what about those who aren’t so lucky? Here are 8 ways we can learn to love our jobs that little bit more..

 

1. Think about what you enjoy at work… and ramp it up

 

Focusing on the areas of your job that you really do enjoy will give you the strength to get through the less enjoyable parts. Whether that may be the flexible work hours, the interesting projects, opportunities for development or the great bunch of colleagues you work with, focus on these areas and try to embrace them even more.

 

2. Make a change, however big or small

The root of employee unhappiness is often boredom. Instead of lulling around spending time feeling sorry for yourself and thinking about how bored you are, take the plunge and modify what’s getting you down. Start challenging yourself and think, “What would give me more joy at work?” And then make it happen. Be persistent in adding worth to what you bring to your job, and it’s likely your boss will notice and reward you for it.

 

3. Volunteer – either through your work, or on the side

Volunteering can help you to escape the dramas and negativity in your own life, and allow you to gain perspective on the needs of others less fortunate. If your employer initiates the volunteering it can help to build relationships amongst co-workers, as you work together to make a difference.

 

4. Keep up to speed with your field of expertise

Don’t get left behind in your chosen industry. Becoming complacent may mean that when interesting opportunities arise at work, you may not be adept enough to grab them. Read trade publications or set up a Google Alert that tells you about news in your industry. Remaining in the know, and up to date with industry trends, may empower you to come up with your own projects that you can start. Plus it means you can really own your area of the business, and people (including your boss) will come to you when they need knowledge or advice about something.

5. Take the plunge and ask for more duties

Think about your current position and dissect it in order to identify a new responsibility that will challenge and excite you. Listen to conversations carefully and make sure you’re aware of any upcoming projects or positions that you can put your name in for. Say yes to new assignments. If all else fails and you can’t think of any yourself, or aren’t aware of any upcoming, then schedule a meeting with your manager and ask them. It’s likely they might not be aware that your task load is thin, and they’ll welcome the fact that you’re showing your initiative and demonstrating interest in your work.

 

6. Declutter your desk, then create your own office nest

If your office space is messy and overwhelming it can make employees feel low on energy. Clear out as you go. Take rubbish out of overflowing drawers and declutter your mail inbox. It’s liberating and empowering, and it will allow you to go on to create your own office nest. We spend so much time at work it’s important we try to make our own area as enjoyable as we can. Make your space your own by decorating your area with photos of loved ones, and make yourself as comfortable and relaxed as you can be.

 

7. Move around more

Most of us are likely to work in an office and stay seated for the majority of the day. This can cause us to feel sluggish, and also may contribute to health concerns such as weight gain, heart disease or eye strain. Find time to go on a short walk, run up and down your stairs, take a quick gym class (where possible), or stand up and do a short 10 minute exercise. This short break will not only benefit your health but will put you in a better place mood-wise as well, helping you to enjoy the rest of your day more.

 

8. Finally, smile and laugh more

Smiling and laughing are so simple, but really can help us to enjoy work more. They tell your brain to be more happy by releasing neuropeptides. A recent Gallup study discovered that those who smile and laugh more at work are more engaged with their job. Improving engagement will mean you’re generally happier and more enthusiastic, and people will be more likely to want to have you on their team. At the end of the day most of our troubles at work are quite trivial, so try not to be so serious; couldn’t we all use a laugh anyway?

Want to find out more about how you can love your job? Visit our website www.motivii.com or follow us on Twitter @getmotivii  

Getting better sleep in 2017

So, what is so important about sleep anyway?

A good sleep is one of the most sought after resources in the world. It seems the more we yearn for it the less we get it. According to a study by the University of Hertfordshire 60% of Britons do not get enough sleep and sleep deprivation costs the American economy $411 billion in productivity. Loss of productivity relates to absenteeism, when people fail to turn up to work, but also presenteeism where people turn up to work and do not engage.

Not only is not getting enough sleep bad for productivity it also comes with some health concern. People who are sleep deprived are more likely to suffer from depression, heart disease, obesity and diabetes. Similarly tiredness can impact decision making and may lead to impulsiveness which may affect people’s relationships, career, or even accidents on the road.

Create a sleep sanctuary.

The bed, a place dedicated to sleep, has been corroded in the modern era. How do we help it to return to the sanctuary that it is?

Unplugging your life-line: Removing your phone, tablet or laptop from your bedroom can help you disassociate work and worry from your sleeping ritual. Not only are phones and other electronic devices a part of your busy active life, they also use a blue light which disrupts your sleep hormones.

Keeping them out of the bed or bedroom allows you to leave the business of work behind, and helps you to focus on relaxing and psychologically transitioning into sleeping mode.

Lighting in your bedroom is also important, as light activates the brain and wakes you up. Scientists suggest making the most out of natural light in the morning and making sure that bedrooms are dark with thick curtains and dimmed lighting. You should consider using a light bulb that isn’t so harsh for your lampshade. Similarly, using a night mask might also help with blocking out any light that you can’t control.

Invest in a good mattress and pillows. Mattresses often have a lifeline of around 9-10 years, so investing in a new comfortable one might be worth it if it is going to help you sleep better. Most recent tech is an anti-snoring mattress which might help you and/or your partner get some quality uninterrupted shut eye.

Try and disassociate sleeplessness with your bedroom..

So if you are struggling to get to sleep in your bed, try and move to another room to do something that is not stimulating and will make you tired. If you associate your bed with sleeplessness it may be difficult to break the pattern.  

Lifestyle choices

We have all heard enough about what we should and shouldn’t eat this january. As dry January or Veganuary has taken its hold it is difficult to remember that eating healthily and not drinking alcohol is not just for show is not only good for our waist-line but also our sleeping patterns.

Scientists suggest that we should limit heavy food around 2 hours before we go to bed and should stay away from spicy food that might mess with our indigestion. Similarly, while alcohol might be useful to help us get to sleep but it will not keep us asleep nor will it be a quality sleep.

Caffeine is well known to keep us awake. It might be our lifeline through the day but when it gets to the afternoon it may also be our nemesis. The caffeine in our system can build up throughout the day and come to affect us later in the evening. Studies suggest that caffeine intake ( including tea, coffee and energy drinks) should be limited after 2pm.

Want better sleep? Activity is encouraged… Whether this is 30 mins a day in the gym or a 10 minute walk around the park at lunch. Activity and exercise is a necessary element to encouraging your body to feel tired.

However, it does matter when you do your exercise. It is suggested that you do it in the middle of the day rather than in the evening as exercise. Like coffee, exercise is a stimulant which can keep you alert for hours after you’ve finished. While libidos may decrease with sleep deprivation, sex is one of the only forms of exercise that can help you get to sleep.

 

Prepare yourself for sleep

The way that we prepare children for sleep, we must also prepare ourselves for sleep. Whether that be a hot bath, a few sprays of lavender on your pillow or setting up a dimmed lamp to read a novel. Slowing down activity up to two hours before sleep can help aid your brain into a relaxed state.

Relaxation, not sleep should be the goal.

While relaxation does not replace sleep it can also be a useful way for you to enter the realm of slumber.

In the period before sleep you can plan for the next day, write a to do list for what you want to achieve the next day, set out your clothes or even go through a mental list of what you have done that day and what you want to focus on the next day. Reflecting can be a great way to relax and close off.

By focusing on relaxation as a goal, rather than sleep, you can take the attention and worry away from it so it comes more naturally. Similarly, we should move away from the aim that we must get 8 hours to function. While, eight hours may be a recommended guideline: sleep is different for everyone and the quantity and quality differs from person to person meaning that focussing on the golden eight hours might actually be shooting yourself in the foot rather than putting yourself on the road to a good sleep.

So, while sleep is different for everyone, the benefits of it are indisputable.

Try and find what best works for you. Reflection can be a useful tool to understand how and why you want to get better sleep and can put you one step closer towards actually achieving what you want.

Setting objectives- a phenomena not just for January

So, we have left 2016- a year harangued by celebrity deaths and seismic political shifts, but have you taken the time to reflect on how it went for you? Did you achieve what you set out to, did you set any goals at all?

It might be almost half way through January,  but there is no time like the present to address your goals and objectives for now and the rest of 2017.

How do you want to succeed and progress as a person and in your career?

Start by pinpointing exactly what you want from work and how you can get there efficiently. Understanding what you want from your actions, and what you will gain, may be the first steps to actually getting there.

Make goals Specific

We set hard aspirational goals for ourselves that are often too broad to be attainable . But as David Kadevy reasoned “the bigger the goal the easier it is to give up on it.”

In light of this it may be useful to break our big goal down into smaller more specific objectives. Starting with specific and easy to achieve goals we can form goal completing habits that can be transferred into bigger objectives at a later date. Kadevy wanted to write a novel and was so overwhelmed by the prospect of it that he broke it down into writing a 100 words every day. The easier the goal, the more ridiculous it is to make excuses not to do it.

Big things happen because of small things, which means that if all you do is “go big,” you’ll never actually get to your goal.- Jeff Rodman, Polycom

For instance my larger goal may be to improve digital marketing at Motivii, but by breaking it down into smaller objectives over the course of the next three months I am more likely to reach my goal. For example, ‘Get clicks to the website up by 50% in three months time’, or ‘get 1,000 more followers on twitter by next March,’ or ‘get an article about Motivii on a well read online magazine’. The possibilities of these larger goals are endless but when broken down into bite-size steps that I can review and reflect on each week I am more likely to achieve them.

Set a time frame

Objectives may be long term goals or short term goals, but without setting a specific time period we often don’t follow through with our objectives. This might be signing up to do a half marathon in six months or completing a work-related project. Setting a time frame means that we HAVE to complete our objectives by a certain date – keeping us both motivated and accountable for our objectives. 

Share it with your manager

Studies show that when you share your objectives and goals with colleagues or managers you are more accountable for the outcome of them. Not only do you make promises to yourself, psychologically in your mind you’ve made promises to them too! Managers and mentors can be great supporters, especially if they have experience in your field and what you are working towards. Often when sharing your goals with your managers they become your biggest cheerleaders.

Making personal objectives that aren’t directly to do with work can help influence your work life and vice versa. Whether it’s going to the gym three times a week or getting clarinet lessons; setting up personal habits can help form good habits in the workplace.

Don’t forget to track the progress of your objectives and mark them off as done when you have completed them!

Ps. With Motivii you can now set objectives!

How to get that Christmas feeling all year round

Teams work well together around Christmas time, with busy social events and work to push for by the end of the year. The tight lipped conformity gets replaced with brandy and christmas sweetness. Yet why should the festive cheer and togetherness end after Christmas?

There may well be twelve days of Christmas, but there are also 12 months in the year…

Here are 3 tips to create that momentum all year round.

  1. Encourage rebellion and curiosity among your team

Conformity and monotony can kill the cat at work. Moving away from clear career trajectories for your employees can create impetus for change and innovation. Inspire new employees not to concentrate on just performance and career-led goals, but also to focus their attention on learning new knowledge and skills. A more well rounded employee who can code, and also help with marketing, will be more beneficial in the long run.

As Francesca Gino writes in HBR: “Of course, not all conformity is bad. But to be successful and evolve, organizations need to strike a balance between adherence to the formal and informal rules that provide necessary structure and the freedom that helps employees do their best work.”

Staleness in a company can not only encourage malaise among your workforce but also kill the company itself. In order for companies to survive they need to embrace uniqueness and adaptability. We only have to compare the likes of Apple and Google with the failures of Polaroid and Blackberry to see that moving away from the status quo into unchartered territory can help drive creativity among your team, and prevent the business from stagnating and revenue plateauing.

Celebrate unstructured work and rebellion amongst your workforce. For example, some CEOs allow developers to have a “create” week, where they go to work and they are allowed to use their skills to develop new things, not necessarily towards the product, but in the hope that it will ignite new curiosities and things they can add to the future.

By developing rebellion and curiosity in your team you can allow your employees to define their own mission, which in turn can help towards your mission as a team and as a company.

  1. Promote proactivity

Team building and away days can be seen as a routine Christmas present, but sport and physical activity amongst your team is important in and out of the office.

No one needs to be reminded of the benefits it does for health and productivity, but what really matters is how it can help your team increase general engagement and develop together.  

One of our plans for Motivii in the New Year is to take meetings outside the office, such as a walk around the park or the Thames river. One way you can do it is to convert your (rectangle) meeting table into a pop up table tennis table and play a quick game or tournament when concentration inevitably lulls on a Thursday afternoon.

3. Social events

Everyone looks forward to the Christmas party because it is a time for employees and managers to let down their hair down and gorge on mince pies and cheap red wine. But why should communication and engagement begin and end with the christmas party?

Organising breakfast and lunchtime catch ups can create an environment in which conversation is allowed and encouraged. Similarly if you promote flexible or remote working, social events can replace the much famed water cooler moments.

Moreover, it can be a good way to bind a team and know what they are up to outside of work. This doesn’t just mean relying on pub drinks every Friday, which can get repetitive.

By engaging your staff in finding out what they want to do, whether it be through an online poll or feedback session,  you might find that as a group you all like Indian food and/or have a shared love for Star Wars. The possibilities are endless, but inevitably if you never ask you will never know.  

Goodbye 2016, Hello 2017

We are almost at the end of 2016… some may be happy to see it go. A year harangued by celebrity deaths and seismic political shifts, but have you taken the time to reflect on how it went for you? Did you achieve what you set out to, did you set any goals at all? Now it is time to look to the future of 2017…How do you want to succeed and progress as a person and in your career?

Start by pinpointing exactly what you want from work and how you can get there efficiently. Understanding what you want from your actions, and what you will gain, may be the first steps to actually getting there.

Make goals Specific

We set hard aspirational goals for ourselves that are often too broad to be attainable . But as David Kadevy reasoned “the bigger the goal the easier it is to give up on it.”

In light of this it may be useful to break our big goal down into smaller more specific objectives. Starting with specific and easy to achieve goals we can form goal completing habits that can be transferred into bigger objectives at a later date.

For instance my larger goal may be to improve digital marketing at Motivii, but by breaking it down into smaller objectives over the course of the next three months I am more likely to reach my goal. For example, ‘Get clicks to the website up by 50% in three months time’, or ‘get 1,000 more followers on twitter by next March,’ or ‘get an article about Motivii on a well read online magazine’.

The possibilities of these larger goals are endless but when broken down, although they are not “easy,” they are measurable and achievable.

Big things happen because of small things, which means that if all you do is “go big,” you’ll never actually get to your goal.- Jeff Rodman, Polycom

Select a time frame

Similarly objectives may be long term goals or short term goals, but without setting a specific time period we often don’t follow through with our objectives. Setting a time frame means that we HAVE to complete our objectives by a certain date – keeping us both motivated and accountable for our objectives.

Share it with your manager

Studies show that when you share your objectives and goals with colleagues or managers you are more accountable for the outcome of them. Not only do you make promises to yourself, psychologically in your mind you’ve made promises to them too! Managers and mentors can be great supporters, especially if they have experience in your field and what you are working towards. Often when sharing your goals with your managers they become your biggest cheerleaders.

Making personal objectives that aren’t directly to do with work can help influence your work life and vice versa. Whether it’s going to the gym three times a week or getting clarinet lessons; setting up personal habits can help form good habits in the workplace.

Don’t forget to track the progress of your objectives and mark them off as done when you have completed them!

Data vs HR… (Traditional HR is dying: Part II)

A few months back our CEO wrote about how HR is dying. The article had an amazing response, so we thought we’d continue the theme around HR and how data and analytics is changing how we listen to employees…

This year, Google beat Apple in the race to become the world’s most valuable brand in Millward Brown’s BrandZ Top 100 Rating.

The main reason stated? Continual innovation…

Whilst Apple seems to have slowed down in their supply of new innovative products, Google flooded the market with new inventions, ranging from Google Glass 2 to Google Cardboard – the down-to-earth VR headset. ‘Google’, however, is merely a brand name and it’s easy to forget the faces behind their consistent success. Continual innovation can only accelerate when there is a significant focus on employees and employee management. From a business angle, the department that is crucial in driving these innovations is the department that looks after employees, or in other words ‘HR’. If we examine the DNA of Google’s HR department we will realise that Google has the world’s only data-driven HR function. Renamed ‘People Operations’, its mantra states “All people decisions at Google are based on data and analytics.”

It makes complete sense; you wouldn’t base any other crucial business decisions on anything but data, so why should HR be the black sheep of the business? In order for businesses to drive innovation they need to take a leaf out of Google’s book and firstly innovate their HR department.

Human Resources, as a term, first transpired in the early 1900’s as a notion that saw workers as some form of capital asset. Just like machines or capital, humans were seen as a resource. For these reasons traditional approaches to HR Management tended to focus heavily on the enforcement of rules and a formalised structure with clearly defined power centres. Since then, HR has evolved in many ways and in most jurisdictions HR professionals recognise that people always come before systems and machines. What has remained stagnant, in a time of all this industry change, is the currency that HR professionals choose to trade. Focus lies too heavily on relationships and intangible things like feelings and opinions. A consequence of this is that too much of HR is poorly measured, or simply not measured at all.

Usain Bolt didn’t win nine gold medals by guessing his personal best and trying to improve on it. Simply put; we can’t improve areas of a business if we don’t measure them.

Data is measurable, but it is also intrinsically linked to time, and as time progresses the importance of data regresses. This is another issue with traditional models of HR; the frequency of its processes are far too episodic. Annual staff surveys are becoming as outdated as the data they provide. Continuous feedback will encourage a continuous learning environment where innovation and development can foster. Google found that managers who show an interest in their employees and commit to frequent and consistent feedback with each employee were the number one key success to retaining great talent.

What’s more, performance management research conducted by Deloitte has shown that companies who revisit employee goals each quarter or more generate 20% higher profits than those who do so annually.

So continuous employee feedback and people management is in your organisation’s best interest, as well as your employees.

Admittedly it would be difficult, and costly, to completely overhaul our HR departments and try to mimic Google’s “ People Operations”. Taking a People Operations approach to HR, we can use online tools like Motivii.

Motivii helps to retain employees by understanding what drives them. Instead of basing people decisions on guesswork and ‘fluff’, Motivii helps you to base them on data – just like Google. The power of benchmarking allows you to compare your organisation against the global average in six key areas, and you’re also able to compare how you are doing against yourself in the previous quarter. A two minute micro weekly-review ensures regular feedback is given, so decisions are based on what is happening real time, rather than seven or eight months ago. As an organisation in today’s over-saturated business landscape our people are our only real source of competitive advantage. We have to listen to what they are saying consistently, and be fluid in how we react to what we hear.

HR traditionalists may resist, because they won’t like the idea of having their long established methods reinvented. The reality is, times have changed and the way we do things needs to change too. Google is a household name and 2016’s most valuable firm, but you don’t need to be a ‘unicorn’ to use data in your people decisions and innovate the way you view HR.

Motivii is a platform which gives managers the tools to save time, improve feedback and boost performance of their team – Try it free for a month!

The Secret to Engaging Millennials – the Most Dominant Generation in the Workforce

In 2015, the ‘Millennials’ (those born between 1980 and the mid 1990’s) over-took the ‘Baby Boomers’ in population, making them the largest generation in Western history. The first generation to grow up alongside the rise of technology meaning they have no experience of a world where mobile phones, internet, cameras, blogs, or email did not exist. Their view of the world is fundamentally different to their predecessors; a smaller, interconnected global community where anyone anywhere is reachable. They also possess a high degree of technical savvy in the modern day’s fast paced, digital-fuelled society, and are accustomed to fast communication.

More and more Millennials enter the workforce each year. In fact Deloitte predicts that in ten years time 70% of the workforce will be Millennials. Business executives, CEO’s, HR professionals, marketers and managers all over the world are therefore keen to learn about Millennials behaviours and beliefs, because the strength of the marketplace depends heavily on what this generation can achieve. If they are not engaged at work then the profitability, productivity and innovation at their company will suffer. What’s concerning is that the Millennials are the least engaged generation to date; Gallup estimates that only 29% are engaged with their jobs. They’ve also grown accustomed to looking for job options elsewhere if their current job isn’t giving them compelling reasons to stay. This is a costly characteristic of the generation; Millennial turnover costs the US economy an estimated $30.5 billion a year (Gallup).

So how do we keep Millennials engaged and loyal to their current employer? Gallup’s How Millennials Want to Live and Work report found that performance management and a constant focus on regular feedback is a huge contributor and pays large dividends in engagement and performance.

Interestingly, 44% of millennial workers who meet regularly with their manager and give and receive frequent feedback are engaged, compared to just 20% that do not. This is a massive disparity, and illustrates how something so simple as regular feedback and meetings can drastically improve engagement amongst the workforce. In turn, higher engagement levels also lead to a host of other benefits including improved customer ratings, higher profitability and productivity, lower turnover, fewer safety incidents and lower absenteeism. Being strict with regular catch-ups with Millennials, or using fast-feedback tools (hint: Motivii) will drive engagement and ultimately allow businesses to reap the benefits amongst other factors company-wide.

In summary, Millennials have grown up with the ability to communicate with anyone instantly, and so they are much more likely to expect it in the workforce. The more conversations Millennials have with their manager, the more engaged they will become; these two components have become intrinsically linked. Businesses need to acknowledge this and those that do not listen, and still rely on annual or infrequent staff surveys and meetings, will fall behind as Millennials increasingly dominate the workforce.