Is your company having a tough time attracting and keeping millennial hires on your team? They’re not like any generation that came before them. It’s not entirely about money, it’s more about philosophy, and flexibility. They are focused on the job, but want a better work/life balance.

Here are four ways to attract and maintain millennial hires.

  • Provide a Flexible Work Environment – Millennials (those born between 1980 and 2000) are primarily looking for a work environment that gives them flexibility and a good work/life balance. They believe that happiness is more important than money. They are device oriented people, but they’re looking for an open, social, creative environment. If there are tasks that have a specific deadline and delineated instructions, they appreciate the flexibility and freedom to do it “their way.” They want to work in the style and location where they feel most comfortable.
  • Personal and Professional Development – Millennials value personal development because they want more challenging work and are eager to advance quickly. The average time on the job for millennials is two years, Gen-Xers about 5 years, and Boomers about 7. Millennials won’t hesitate to change jobs if they feel they’re not receiving substantial personal development.
  • Not Just Managers – Millennials don’t want over or under-management. The right balance gives them the freedom they need to express feelings and it also lets them receive steady mentorship. Studies have shown that employees who are mentored have a 23 percent higher retention rate than those that are simply managed.
  • Tangible, Rapid Advancement – In the past career advancement was about seniority. Everyone had to pay their dues. Millennials want to be challenged and when they’re ready – promoted. If they don’t feel that their work is towards advancement or being translated into more opportunities, they get frustrated.

Millennials are a hard-working, tech savvy, talented and creative generation. To retain them it’s important to find ways to acknowledge and reward that talent. Adding more levels, or creating rotational assignments are ways to structure more momentum into their careers and keep them on your team.