UK’s Millennials keep quitting their jobs – here’s how to stop them

Julia Esguerra

31 October 2018    |   

Have you thought about changing jobs recently? Are you sending out resumes actively, even though it’s only been six months since you got hired? Statistically speaking, you’re not alone. In the UK, an alarming 59% of workers are looking to move jobs despite economic uncertainty, with hourly workers twice as likely to quit within six months compared to their salaried counterparts. Millennials are also far more likely to quit than any other demographic. Millennials, aged anywhere from 18-34 years old, make up a significant majority of the workforce and resign twice as much as non-millennials. This demographic relies on technology, and values work-life balance more than any before it. When millennials quit, the costs of training and hiring increase, while workplace morale decreases. Looking to solve employee turnover or prevent it from happening?  Here are some of our tips on how to engage your millennial employees. Why do millennials resign? Based on Visier’s findings in 2018, one of the main reasons why millennials resign is the lack of career support and advancement. The study found a significant increase in resignation rates among millennial managers who have not received a promotion in the last 2 years. Another more general reason is the “New Hire Effect”. It occurs when employees feel that their new position doesn’t meet their expectations. They decide to leave shortly after their first day. It has the same impact on non-millennial workers as well. Millennials have earned many stereotypes: they’re commonly thought of as lazier and more entitled than previous generations. Dan “Millennial Marketing Man” Etiel on Managing Millennials and Gen Z in the Workplace This is why many companies fail to see their potential and make the mistake of not adjusting their management culture. Generational gap aside, there is no going around the fact that millennials are taking over the workforce. They are predicted to make up 35% of the global workforce by 2020. The only way to form a long-term strategy is to adapt to what millennials want out of their workplace. What do millennials want from their jobs? No, they don’t want a foosball table and bean bag chairs. Although casual and informal work environments have been becoming more popular, millennials actually place little importance on whether or not a company encourages creativity and fun. In fact, Baby Boomers are slightly more likely than Millennials and Gen Xers to place importance on those aspects. Fun perks in the office are great. However, it’s not a deal-breaker for job-seeking millennials. Like all employees, they look for a position where they’ll get a great manager. They want to be part of productive management culture. However, millennials are even more concerned about finding jobs in companies where they will be given opportunities to learn new skills and advance in their careers. They want to know that their employers have long-term career plans and opportunities for them. And of course, you need to take work-life balance into consideration. Millennials come from a generation that grew up with technology and thus have it integrated with their everyday lives. The workplace is not an exception, with millennials no longer asking for sufficient technology at their jobs, but rather expecting it. Millennials are advocates for technology in the workplace, and unlike their older coworkers, see it as an opportunity to spend more time on value-adding activities instead of repetitive tasks that can be automated. Read more: UK’s Multicultural Workplaces: Common challenges and how to address them Engaging millennial employees through tech Communication in the workplace is one of the main things that has evolved through technology. Millennials don’t want to sit through hours of meetings for something that could have been discussed online. They value mobility and efficiency. Many companies are integrating software tools like Slack and Workplace to easily condense all team communications in one platform. So, if the culture of communication hasn’t adopted this trend yet, young workers will likely find it unnecessary. Communication in terms of decision-making is not the only aspect that technology has changed. You can also manage projects more efficiently with technology. Software tools like Trello and Asana help organisations delegate tasks and keep track of deadlines easily. The Google Calendar is also helpful in synchronizing activities across teams and making sure everyone is aware of events and holidays. But most of all, millennials value having easy and direct lines of communication with their managers. This is highly valuable to them for providing feedback and raising concerns regarding their shifts. Tanda, a workforce technology platform manages everything from rotas to leave requests. The best part is, you can communicate any rota changes instantly via email, SMS, or in-app notifications. Read more: The Digital Workforce Success Revolution: Why you need to shift to cloud-based HR today Moving forward – without turnovers! Millennial workforce trends affect businesses in more ways than one. With the generational change comes different expectations with the way things work. Gone are the days of pen and paper, of endless printouts, of waiting for days on end before getting feedback. Millennials like quick and efficient ways of working and communicating, and will not settle for less. Software and equipment that enable this are not unnecessary expenses. Businesses must look at them as a positive, modernizing force. Indeed, the drive for efficiency within the past several years, partly attributable to millennials, has led organizations to incorporate technology into everyday work processes. This includes everything from time and attendance automation to workflow apps. This has resulted in not only better retention, but more savings. And as more and more digital natives enter the workforce, businesses must adapt to speak their language. The next generation will likely bring with it even higher demands for technology. It is a must to move forward with them if you do not want to see your top talent moving to other, more modern workplaces.

Have you thought about changing jobs recently? Are you sending out resumes actively, even though it’s only been six months since you got hired? Statistically speaking, you’re not alone.

In the UK, an alarming 59% of workers are looking to move jobs despite economic uncertainty, with hourly workers twice as likely to quit within six months compared to their salaried counterparts. Millennials are also far more likely to quit than any other demographic.

Millennials, aged anywhere from 18-34 years old, make up a significant majority of the workforce and resign twice as much as non-millennials. This demographic relies on technology, and values work-life balance more than any before it. When millennials quit, the costs of training and hiring increase, while workplace morale decreases. Looking to solve employee turnover or prevent it from happening?  Here are some of our tips on how to engage your millennial employees.

Why do millennials resign?

Based on Visier’s findings in 2018, one of the main reasons why millennials resign is the lack of career support and advancement. The study found a significant increase in resignation rates among millennial managers who have not received a promotion in the last 2 years. Another more general reason is the “New Hire Effect”. It occurs when employees feel that their new position doesn’t meet their expectations. They decide to leave shortly after their first day. It has the same impact on non-millennial workers as well.

Millennials have earned many stereotypes: they’re commonly thought of as lazier and more entitled than previous generations.

Dan “Millennial Marketing Man” Etiel on Managing Millennials and Gen Z in the Workplace

This is why many companies fail to see their potential and make the mistake of not adjusting their management culture. Generational gap aside, there is no going around the fact that millennials are taking over the workforce. They are predicted to make up 35% of the global workforce by 2020. The only way to form a long-term strategy is to adapt to what millennials want out of their workplace.

What do millennials want from their jobs?

No, they don’t want a foosball table and bean bag chairs. Although casual and informal work environments have been becoming more popular, millennials actually place little importance on whether or not a company encourages creativity and fun. In fact, Baby Boomers are slightly more likely than Millennials and Gen Xers to place importance on those aspects. Fun perks in the office are great. However, it’s not a deal-breaker for job-seeking millennials.

Like all employees, they look for a position where they’ll get a great manager. They want to be part of productive management culture. However, millennials are even more concerned about finding jobs in companies where they will be given opportunities to learn new skills and advance in their careers. They want to know that their employers have long-term career plans and opportunities for them. And of course, you need to take work-life balance into consideration.

Millennials come from a generation that grew up with technology and thus have it integrated with their everyday lives. The workplace is not an exception, with millennials no longer asking for sufficient technology at their jobs, but rather expecting it. Millennials are advocates for technology in the workplace, and unlike their older coworkers, see it as an opportunity to spend more time on value-adding activities instead of repetitive tasks that can be automated.

Read more: UK’s Multicultural Workplaces: Common challenges and how to address them

Engaging millennial employees through tech

Communication in the workplace is one of the main things that has evolved through technology. Millennials don’t want to sit through hours of meetings for something that could have been discussed online. They value mobility and efficiency. Many companies are integrating software tools like Slack and Workplace to easily condense all team communications in one platform. So, if the culture of communication hasn’t adopted this trend yet, young workers will likely find it unnecessary.

Communication in terms of decision-making is not the only aspect that technology has changed. You can also manage projects more efficiently with technology. Software tools like Trello and Asana help organisations delegate tasks and keep track of deadlines easily. The Google Calendar is also helpful in synchronizing activities across teams and making sure everyone is aware of events and holidays.

But most of all, millennials value having easy and direct lines of communication with their managers. This is highly valuable to them for providing feedback and raising concerns regarding their shifts. Tanda, a workforce technology platform manages everything from rotas to leave requests. The best part is, you can communicate any rota changes instantly via email, SMS, or in-app notifications.

Read more: The Digital Workforce Success Revolution: Why you need to shift to cloud-based HR today

Moving forward – without turnovers!

Millennial workforce trends affect businesses in more ways than one. With the generational change comes different expectations with the way things work. Gone are the days of pen and paper, of endless printouts, of waiting for days on end before getting feedback. Millennials like quick and efficient ways of working and communicating, and will not settle for less. Software and equipment that enable this are not unnecessary expenses. Businesses must look at them as a positive, modernizing force.

Indeed, the drive for efficiency within the past several years, partly attributable to millennials, has led organizations to incorporate technology into everyday work processes. This includes everything from time and attendance automation to workflow apps. This has resulted in not only better retention, but more savings. And as more and more digital natives enter the workforce, businesses must adapt to speak their language. The next generation will likely bring with it even higher demands for technology. It is a must to move forward with them if you do not want to see your top talent moving to other, more modern workplaces.

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5 Restaurant Hiring Mistakes You Should NEVER Make

A restaurant’s X factor is the people running it. With that, it’s important to make sure that you’re not making any mistakes when hiring for your restaurant. You might be plating up great food every day, but it won’t lead to rave reviews online if your staff aren’t up to par. To help you out in creating the perfect team for your restaurant, we’ve listed down the top 5 hiring mistakes you should avoid at all costs when recruiting new staff. Not Having a Clear-Cut Job Description You may think filling out job descriptions for your restaurant is a piece of cake, but it’s not. Neglecting to be clear-cut during this process will bite you back in the end. When starting the hiring process, you should dedicate a lot of time in creating your staff’s job descriptions. Make sure you be as precise as possible when listing out your personnel’s tasks. “It’s not just ‘here’s a job, you’re a server and you sell food,’” David Scott Peters of TheRestaurantExpert.com said in this video. According to him, the job description of a restaurant server or waiter should look something like this: He or she is expected to greet customers within two minutes He or she should introduce himself or herself then take an appetizer order They should be back within two minutes to take your customer’s order Within five minutes, the order should be in the POS with 100% accuracy And so on, and so forth The job description should not just identify what the job is. It should indicate how to do the job, how well the job should be done, and by when the job should be done. Not Using Referrals So you’ve made comprehensive job descriptions and posted it on your company website, on social media, or at recruitment sites. But solely relying on these channels can only go so far in ensuring that your restaurant has high-quality staff. According to this article from ERE Media, those hired using employee referrals are more likely to stay on board beyond two years than those hired from job boards or career sites. Having an excellent employee referral program within your restaurant pays dividends to both management and staff. According to this article from the National Restaurant Association, team members are highly motivated when there is a referral system in place. Starbucks recruiting manager Tom Tice adds that “the real value is that they’re getting good people to work aside.” Referrals are not just limited to existing employees. The same NRA article also advocates for “second-interview referrals.” Encourage existing candidates to bring in someone they know on their second interview to fill in other open positions. Chances are, they’ll bring someone good to impress you. Hiring Those Who Don’t Fit In With the Culture It goes without saying that a restaurant should run a tight ship. Peak hours mean cooks churning out dish after dish like clockwork, waiters rushing from kitchen to table every so often, and hosts patiently accommodating those waiting to be served. It could be an extremely stressful environment that leads to a lot of personal squabbles at the heat of the moment. This is exactly why your restaurant staff should have excellent rapport bound by common culture. For celebrity chef-restaurateur and the host of Vice TV’s Fresh Off the Boat Eddie Huang, what he wants in his restaurant are people with a sense of humor. “It translates into great customer service,” he says. “It also helps contribute to the vibe of the restaurant. TheRestaurantExpert.com’s David Scott Peters’ video from earlier also talks about how important culture is in a restaurant. For him, he’d hire someone for culture over experience. Peters added that it’s easy for him to teach someone how to count out a bar drawer. But he can’t get employees “to show up and smile every day.” “If you are not a fit for my culture, you’re going to be a cancer in my business,” he says. Not Doing Interviews the Right Way It’s easy to hire the wrong person when you think of the interview process as just a formality. It goes without saying that there is more to a candidate than just what they look like on paper. It is during the interview phase you’ll be able to find out if they’re compatible with the job description and the culture you are building in your restaurant. All you need to do is do it right. Typsy has an article with tips on hiring and keeping restaurant staff. Inside it is a list of questions that you can use for your next interview. Some of the questions we highly recommend are: What do you think is most important when dealing with customers? How do you cope with stressful situations? What would you do if you got 30 minutes of downtime? What kind of work environment do you shine in? What’s your own favourite restaurant? What do you like about the industry? What is something you didn’t like about your last job? What are your expectations of this position? To further help you nail the interview process, the NRA also has an article with tips on the right way to interview the candidate. Neglecting to Call References and Doing Background Checks You might have to hire from all walks of life: from culinary school graduates to part-time high-school students. You need to know for sure that they can be trusted with your business. Calling upon references and doing background checks is one sure-fire way to give you that peace of mind when hiring your restaurant’s staff. Opentable recommends that you ask each candidate to provide three professional references when they apply. Make sure that at least two of three people named get back at you before moving forward with the application process. For those who are going to handle money on a daily basis, such as servers and managers, a quick background check is crucial to find out their credibility based on their previous work history and other factors. Having the right people on your staff is the key ingredient for every successful restaurant. And being careless on the hiring stage will guarantee a difficult time for you in the long run. Make sure to avoid these mistakes and set your A-team’s rota the right way to ensure your restaurant is a well-oiled machine any time of the day.

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