LYLA: Embracing Technology, Empowering People, Making a Difference!

I love reading about the positive impact LYLA has on the people we serve, as well as the communities we operate in. The most recent article showcasing our Solution Center in Land O’ Lakes, Wisconsin highlighted those things beautifully!

As a team, we tackle the “to-do” lists of thousands of hard-working people across this beautiful country. When the pandemic hit, those “to-do” lists shifted focus. Instead of planning overseas vacations, detailing cars, walking dogs and identifying the best live concerts, we were suddenly creating learning pods, setting up home offices, rescheduling weddings, negotiating bill repayments and orchestrating care packages for frontline workers. We became an essential resource when all other support systems seemed inaccessible. Our utilization increased by 200% which really forced us to examine the way we had evolved as a company. And so, we reimagined Errand Solutions into LYLA, in recognition of our revolutionary tech: the Love Your Life App.

Our direction is very deliberate and purposeful. We apply three criteria to virtually everything we do: Talent, Technology, and Community. We picked Land O’ Lakes exactly for these reasons, based on our core criteria. Here’s how:

Talent: The area is filled with wonderful people who have mastered problem solving through multi-tasking, while bringing a Midwestern work ethic and charm to every task. When you communicate with LYLA, you’ll be warmly greeted by the team in Land O’ Lakes; they’ll personally tackle whatever you need to be done with grace. The local college Nicolet College was essential in helping us spread the word.

Technology: Land O’ Lakes invested in broadband and the local provider ChoiceTel quickly put our infrastructure in place and made it possible for us to operate in an area that had been previously burdened with low connectivity. Their proactive investment has inspired other communities to replicate the infrastructure and has attracted other technology start-ups like Sitecast to the Northwoods.

Community: Small towns like Land O’ Lakes value having access to high paying jobs that can support families in their communities, so they go the extra mile to help make the companies supplying those jobs successful. They connect new businesses with resources focused on attracting entrepreneurs such as the Vilas County Economic Development Corporation, the Land O’ Lakes Chamber, and the Wisconsin Economic Development Corporation. We wouldn’t be where we are today without the help from these amazing organizations.

What we do and where we do it matters—it matters to those LYLA serves, it matters to where LYLA operates and it matters to who LYLA employs.

Just ask LYLA.

In gratitude,

Marsha McVicker

Founder & CEO

We Stand with Max

I am feeling compelled to share with you that the past week has been really rough for my family.  We are not OK but we will be if we no longer stay silent.

Since I brought Max home as a baby in 2010, we have faced:

  • Overt acts of violence that I never reported, like a woman spitting in my face after she asked to see my bundle of joy
  • Questionable police activity when Max was stopped by a police officer for walking our dog in our neighborhood
  • Not so subtle acts of racism from parents telling their kids not to play with mine on the playground or the gas station attendants not letting my son use the bathroom but letting white men in both before and after him or people walking down the street telling him to “get out of the way BOY” in a certain tone that can’t be denied
  • Naive acts like an acquaintance recommending that I tell people Max is Haitian and not African American or a grocery store clerk asking personal questions about our mother-son relationship
  • White privileged comments from my closest friends telling me I am paranoid or over-reacting when I try to highlight micro-aggressions or point out the glares/stares we often get in certain predominantly white situations

The “talk” is a sad state of reality and something I have always had with Max about how life isn’t fair, and that people will judge you for how you speak, act and especially how you look. He has never been allowed to have Nerf or water guns in the city because I know that will put him in harms ways just like it resulted in the death of Tamir Rice, a 12-year old killed in Cleveland. I certainly don’t let him run outside because people will assume he is running from a crime he committed, just like Ahmaud Arbery.

Every time I share any of the above, non-black friends and family are shocked and horrified but have a tendency to dismiss them as a one-off. Black friends acknowledge that it’s a problem, but tell me to get used to it and to tell Max to always be the best version of himself. Even black men we have never met give Max the solidarity nod. All just keep moving on.

I am DONE.

It’s time to move on – toward real action and the hard work involved in racial justice. I am done with platitudes.

Please take the time to read or listen to one of the resources we’ve made accessible on our app or donate to a cause the speaks to you or volunteer in a way that stirs the soul and continue to pray for equality, justice and peace for all.

I stand with my son and all black men.

This is what I am doing:

  • I am listening to the 1619 Project Podcast
  • I am donating to the NAACP and the Small Business Relief Fund set up by My Block, My Hood, My City
  • I am demanding:
    • a ban on knee and chokeholds as acceptable police practice
    • a Use of Force Continuum that clearly defines rules of escalation
    • a uniform Open Records Acts so no misconduct can be shielded
    • universal implementation of Citizen Review Boards
    • re-institution of Department of Justice consent decrees on police departments and local governments that have demonstrated patterns of racism towards and mistreatment of people of color.
  • I am raising a beautiful, courageous, thoughtful, empathetic, funny and brilliant black man who is still defined by the color of his skin but has the hope that things will change if we all do more than listen and actually speak up and stand with black men.

As Errand Solutions we are:

  • sharing resources for adults and kids, as well as advice from experts on how to talk to kids about race
  • showcasing the minority owned businesses we work with every day as well as those we would love to work with
  • empowering YOU to continue to take courageous action and post up to the moment accurate information that elevates the conversation
  • wanting to hear from YOU on what MORE can we be doing to end racism and bigotry in all forms.

Much love and respect,

Marsha

Celebrating Admin Professional’s Day

It’s said that love makes the world go-around, in my mind that equates to puppies! And in the professional world, the administrative professional makes the office go-around, making day-to-day operations run smoothly. That’s why it’s important to remember to thank yours on Admin Professional’s Day!

The administrative assistant wears so many hats and has both tangible and intangible skills. The best admins are great communicators and very organized, but they must also be incredibly resourceful, persistent, discreet, loyal, and willing to go the extra mile.

In 2018, there were millions of admins working in the US. These men and women’s daily grind consisted of resolving problems, organizing meetings, supporting CEOs, averting crises, ordering supplies to running errands, maintaining schedules, and overseeing projects – all while maintaining a solid level of professionalism and, of course, a friendly smile. And especially in times of difficulty, like right now with COVID-19, administrative professionals are even more crucial to keep things running smoothly even remotely.

Being an admin isn’t an easy job and carries a unique set of responsibilities. So, I encourage you to appreciate your office gurus on Wednesday, April 22. Simply recognizing them for their hard work or just saying “Thank You” will be welcomed and appreciated. And speaking for myself, fresh flowers and prosecco go a long way too! 🙂

We Can Work From Home (oh, oh, oh-oh)

I haaaaaaate working from home. Always have. I need the discipline of getting up and going somewhere else to work to actually get work done. Also, I don’t get to see my friends at Dunkin’, and they miss me when I don’t visit every day. Also, there’s–

Wait, this will be easier:

TOP TEN REASONS I PREFER TO WORK AT THE OFFICE

  1. The Coke Freestyle machine – Diet Dr. Pepper all day long!
  2. Contact with other humans
  3. Less talking on the phone. (How does my calendar fill up so quickly with phone calls when I’m working remotely?!)
  4. Way more lunch options than what’s currently in my sad fridge
  5. A bigger computer monitor, printers, scanners and all the regular office tech stuff. My apartment isn’t large enough to have all those things.
  6. Not getting jealous of my cats who spend the day napping (well, LESS getting jealous because I can’t see them blatantly throwing their relaxation in my face)
  7. Sunlight! (My Chicago apartment courtyard isn’t nearly as bright as the 12th floor of our downtown office building.)
  8. Did I mention the constant flow of Diet Dr. Pepper?
  9. All my files and “work stuff” are here
  10. A reason to take a shower and put on pants

On the other hand, my co-worker, Ellen, LOVES working at home in Phoenix. She’s got an entire home office set up in her house. She is also a much better cook than I am and her new kitten (hi Posey!) runs around all day.

But what if I had to work from home? In Chicago, we’re fortunate in that we’ve had few very restrictions about being out in public places while we continue to learn more about COVID-19 (coronavirus), but they’re probably coming soon. If I had more time in the day, maybe I’d start thinking about how I can outfit my apartment in case of an emergency without losing too much productivity (and Vitamin D). Luckily, that’s where the Errand Solutions Luv Your Life Specialists can help! I just sent them my top ten list, and they’re already hard at work on coming up with some ways I can have an easier transition to working from home if/when the time comes. (If you’re one of our current customers, take a look at the News tab of your app for all kinds of helpful info about how you can prepare yourself; don’t forget to wash your hands for 20 seconds while singing!)

What if there are members of your team who are like Ellen and always work from home? Remote workers don’t get a lot of the same perks they would find in the office, and that’s not really fair. (I feel bad that Ellen doesn’t get to use the Coke machine.) A virtual solution like the ones we provide is a great benefit that actually benefits your entire workforce, including those who work “off-campus”.

From planning out a productive home office space to finding an automated cat toy that will keep your pets entertained, Errand Solutions can help. Contact our business development team for a demo today!

7 Ways to Show Your Employees You Care

 

Showing your employees a little bit of extra love can go a long way towards increasing productivity, reducing staff turnover, and spurring innovation. In addition, employees will be happier and more likely to stay with your company long-term. Our whole mission is to make people happy, so take it from us and check out some methods to best show your employees how much you appreciate them.

Go Above and Beyond Yourself

According to a recent study by Office Vibe, 42% of employees feel their leadership does not contribute to a positive company culture. If you want staff who will go above and beyond, make sure you lead by example. If an employee is having trouble or is swamped with work—offer to help them out. Did someone’s tire blow on the way to work? Offer to come lend a hand or call a tow service. Whatever the problem is— take the time to develop a solution.

Make Time and Lift Burdens

Hard working employees are busy. Even when an employee clocks out for the day, they may have a lot of chores and errands to run. Cleaning the house, cooking dinner—these activities can eat up a lot of free time.

Many cutting-edge companies now offer maid services, dry cleaning, and assistance with other personal tasks. For example, Errand Solutions provides a concierge service solution to help with all of that. Taking care of your employees’ personal to-do list will help them free up time and get some much needed R&R.

Throw a (Surprise?) Party

According to recent studies, 60% of employees eat alone at their desk, working. Kind of depressing, right?

There’s no such thing as a free lunch, but spread the word about “free” food in the office and watch your team come running. Throw a pizza party or an ice cream social. Even something small will make a big impact.

Depending on the situation, social events can be a great way to break the ice. Organize a potluck, an afternoon at the park or a happy hour. (Just make sure you don’t go too far by staying out all night drinking!) By creating fun events, your staff will realize how much you care about them as people, not just employees.

Need help organizing a celebration? Get in touch with our team! We’ve helped plan countless awesome parties.

Get to Know Your Team on a Personal Level

Ask your employees a bit about their personal life. You don’t have to get into details; often, it’s best to keep things simple. What’s the best movie or book they’ve enjoyed recently? How’s the family? Any pets?

Also, make sure you respect any personal space and don’t badger someone to more share anything they don’t want to.

Don’t know what experience to offer? Again, get in touch. We’ll find the best venues and opportunities.

Do the Little Things

Did an employee perform above and beyond last week? Send them a thank you email, or stop by the desk to let them know how much you appreciate their hard work. Consider rewards too, even if it’s just a $10 gift card (we sell them on-site!). You don’t have to hand out compliments like candy on Halloween, but some occasional nice words or a small gift can go a long way.

Write Personalized Thank You Notes

Skip the form letters. Write a thank you note by hand, or type a personalized message and put your John Hancock on it. Personalized birthday cards and other notes are also a nice touch.

Set Proper Expectations

Don’t demand the impossible out of your employees. They’ll get discouraged, and might think that you regard them as a cog in the machine. This mindset breeds low engagement.

Let your employees provide feedback when setting expectations. By being reasonable and asking for input, you will signal to your employees that you trust and respect them.

Care For Your Employees and They Will Care For Your Company

If you want your employees to care about your company, then you need to care about your employees. It’s really that simple! Once your employees know you care, they’ll start to care more about the company and its performance. Then they’ll strive harder to pursue its vision. They’ll be more creative, innovative, and engaged—and you’ll see the results.

Stop the Revolving Door

When I first moved to Chicago, I found an awesome apartment with two friends. We were living on our own, for the first time in the big city, and we had two floors and a garage and a killer back yard with a giant grill. It was pretty much the dream of any 22-year-old college grad.

But then, the real world set in. After a few months, one of the guys missed Iowa too much and decided to move back home. So my roommate and I were left with an empty room in a great apartment.


You’d think it would have been easy to fill that space. But the next three years were a revolving door of roommates: a chiropractor, a teacher, a college freshman spending the summer taking improv classes at Second City who spent late nights playing the guitar on the back deck, another chiropractor, and finally another teacher. And that’s not counting the three other prospective roommates who backed out at the last second and left us with a larger rent check for that month.

The Consequences

A high turnover rate comes at a huge cost. Some studies have found that it costs an average of six to nine months’ salary every time a business replaces a salaried employee. That means a manager making $40K a year will cost $20K-$30K to replace. Other studies have predicted that number could be even higher. The Center for American Progress found that losing a salaried employee can cost up to two times their annual salary, especially for a high-earner or executive level employee. Between the costs of recruiting, training, onboarding, temporary hires and separation costs, this can add up quickly. In fact, companies who are continuously onboarding and failing to retain new employees are losing millions of dollars a year.

My roommate and I certainly spent plenty of time looking for new roommates. Posting ads on craigslist, sublet.com, interviewing friends of friends, and friends of friends of friends. It turned out to be a full time job, and it didn’t always yield the best results (e.g. the improv student who drank all the rum right before he moved out). And there were way too many months where I had to pay half of the rent, instead of one third.

In addition to the loss of money, companies get hit in other ways, including lost productivity. It typically takes a new employee 1-2 years to reach the productivity level of an existing employee. Additionally, companies can see a loss of engagement: when other employees start to notice the high turnover, they can tend to disengage from the company. There’s also a cultural impact that happens with a high turnover rate. When one employee leaves, other employees start to ask why. 

In case you’re wondering why people kept moving out, I’m blaming it on the fact that the third bedroom was right off of the living room, and my other roommate was on the couch every night watching the Sci-Fi network. Also, people kept getting married. As a result, our retention rate was roughly 66% each year. This could also be why I now live alone.

How’s Yours?

To calculate your company’s retention rate, just divide the number of employees who left during a period by the total number of employees at the end of the period. A healthy employee retention rate is considered to be 85% or higher. 

If your retention rate could use some work, consider taking a look at your benefits package. Are you offering the bare minimum health insurance? What about pre-tax allowances like parking or commuter benefits? And don’t be afraid to think outside the box. Investing your money into a concierge program like Errand Solutions can improve retention rates drastically. In just the first year of service, one Errand Solutions client experienced a 2% reduction in attrition. 

For more information on Errand Solutions and our solutions aimed to help your employee retention, give us a call at 312.475.3800 or email info@errandsolutions.com.

Posted by Micky & Jackie

The C Word: Not Your Grandmother’s Concierge

Ever since I started Errand Solutions, we’ve been called a “concierge company”. And it makes me cringe! Our team is full of wonderful people whose job is to take care of our customers’ errands and help them live purpose-driven lives. But when I think of a concierge, I think of a snobby person behind a desk. They make recommendations based on who gives them kickbacks, not on what’s best for the customer. That’s not what I built. All I want to do is make people happy and make the companies they work for popular.


What makes us different? Let’s compare:

  1. We are kind—not rude. Seriously, you cannot train a smile. Only happy, generous souls work at Errand Solutions.

  2. We are inclusive—not exclusive. We want everyone and their grandmother using us. We are not just for the well-heeled; we exist to save people time and money.

  3. We are proactive—not reactive. We use the information you share with us to create a personal profile that drives recommendations and suggestions tailored just to you.

  4. We care about you and listen; we don’t answer another call when you’re standing in front of us. If you just need someone to talk to, come on by! We’ve saved choking iguanas, imploded pools, found the perfect tutor for an autistic child and got an appointment with an oncologist on Christmas Eve. We’re here to help.

  5. We communicate with you in the ways you want to be communicated with—whether it’s in person, on the phone, via a text, in our app or an email—not just the way that’s fastest or easiest for us.

  6. We’re available to serve you anywhere, at any time—there are no desk hours or lunch breaks. Our Luv Your Life App makes it easy to contact us whenever you think of a chore.

  7. We complete the request and never say NO (unless it’s illegal or unethical – but we don’t judge)—you’ll never hear an “I don’t know,” or “Let me transfer you,” or “I can’t help you with that,” or “Are you crazy?” from us.

  8. We develop relationships with you as a person—we don’t treat you as a transaction. We want to be your friend, confident and personal superhero.

  9. We have a large network of partners who are vetted, insured businesses that only get paid after they delight you with their service—we don’t work with shady people trying to make an extra buck on the side.

  10. We want your feedback—and won’t avoid it, even if it’s not 100% positive. We won’t even let you pay us until you let us know if you loved what we did and how we did it.

  11. We are data driven—not impulse driven. Our data analytics platform gives us a shortcut for finding the best answer for you.

  12. We’re in this for the people—not the money. We don’t even accept tips, just hugs and high-fives.

  13. You are always in our thoughts and we are constantly trying find ways to make you happy!

So what industry do you think we belong in? Can happiness be a category all on its own? Because that’s where I’d put us.

Work Fumbles During Fantasy Football

As the summer comes to close and pre-season games for fall sports start up, two words strike fear in the hearts of managers: Fantasy Football. In the next few days, millions of people will gather to pick their players for their Fantasy Draft. Over the course of the following 17 weeks, league participants will be researching, building and managing their teams, as well as watching every Sunday, Monday and Thursday nights. Sounds like a great way to spend free time, but what happens when Fantasy Football becomes a priority over your job?

Last year, 57.4 million people participated in a fantasy sport league, primarily football. Of those 57.4 million, 67 percent had full time jobs. Sure—most of those people will claim they didn’t let it affect their jobs, but we know that’s not true. In fact, it was estimated that employers lost approximately $16 billion in productivity last season—and that number has been rising steadily for years. While that number represents just one hour of unproductive work each week, it’s clear that one hour adds up quickly.

Your company may block certain sports websites or pass around memos regarding the issue, but the reality is that fantasy players will find a way. Whether on their personal phones or tablets, if a trade is on the line, they’re going to make it happen. You’ve really got two options here:

1) If you can’t beat ‘em join ‘em.

 In a 2006 survey by Ipsos, 40% of respondents said fantasy sports participation was a positive influence in the workplace. Another 40% felt it increases camaraderie among employees. Set up an office pool and establish deadlines that will require trades and other items to be completed before working hours begin.

2) Get time back from somewhere else. 

Encourage productivity in all other hours of the workday by offering employee engagement programs like the ones we provide at Errand Solutions. In just one month last season, we helped one of our clients get back 3,914 hours. Remember—those hours add up. Using that same math, this client got back nearly $98,000 that would otherwise have been lost.

In both options, you’re doing something really important: getting your employees excited about working for you. In the world of employee engagement, that’s a real touchdown.

The 5 Biggest Contributors to Job Satisfaction

“Employees are a company’s greatest asset- they’re your competitive advantage. You want to attract and retain the best; provide them with encouragement, stimulus, and make them feel that they are an integral part of the company’s mission.” 

– Anne M. Mulcahy

From the outside looking in, your team may appear to be content . . . But are they really?

According to a report from Teem earlier this year, 48% of employees are unhappy (or only somewhat happy) at work. That’s nearly half of the workforce that’s unsatisfied with their current jobs!

Our job is to make sure employees are happy, engaged and satisfied. We don’t claim to be experts, but we have plenty of knowledge to share!

So how do you improve your workplace to make your employees happy? Unfortunately, there’s no way to please every last person in your company. Your workforce is made up of an eclectic group of people, and they may want very different things. However, there are five contributing factors that every employee values. These contributors are so foundational that your company might have already all the resources it needs to implement them. But they will require attention and commitment to seeing them through. Focus on improving in these areas, and you’ll increase employee satisfaction across the board. 

1. Respect for Employees

“Your employees come first. And if you treat your employees right, guess what? Your customers come back, and that makes your shareholders happy. Start with employees and the rest follows from that.” 

-Herb Kelleher

This should go without saying, but time and time again, employees cite disrespect as a significant factor for leaving their employers.

A report issued by Society for Human Resource Management (SHRM) noted that 65% of employees saw “respectful treatment of employees at all levels” as an important contributor to job satisfaction. Only 38% of these employees were satisfied with the treatment they received.

Do your managers talk down to other employees? Does your company neglect employees who are in a lower tier? Do female employees feel as though they are treated unequally? This lack of professionalism drags companies down, and it creates unnecessary turnover.

Respect is something you can implement immediately. Start by being self-aware. Recognize the diversity that exists within your company. Make an effort to accommodate everyone, regardless of age, income, or walk of life. 

2. Fair Pay and Benefits

“It is not the employer who pays the wages. Employers only handle the money. It is the customer who pays the wages.”

– Henry Ford 

Of course, financial stability is important to your employees; but their financial stability should be just as important to you. When employees are poorly compensated, stress can easily infiltrate the work environment, affecting their performances and those of the people around them.

Make every effort to be fair and considerate about what you pay your employees. If your company is unable to pay employees the salaries it would like to, there are still ways to provide better compensation for your employees.

A report issued by Project Time Off stated that the five most important employee benefits are health care, paid vacation, retirement plan, flexibility, and bonuses. Invest in these employee benefits.

Does your company offer a reasonable number of vacation days and sick days? Do you offer employees any opportunities to work from home and save money on their commute? Do you provide flexspending accounts to reduce tax payments?

Don’t just think about cash flow. Providing your workforce with a strong benefits package can offset whatever salaries you’re able to pay.

3. Transparency at All Levels

“I believe fundamental honesty is the keystone of business.” 

-Harvey Firestone

In a study conducted by IBM, 83% of employees noted a more positive work environment when there was trust between employees and senior management.

How do you build that trust?

First, emphasize transparency. Hiding the truth or withholding information is poor practice. Keep your employees involved and engaged by being honest about your business, about their development, and about the future.

Second, create an environment where anyone can approach upper management with a question, concern, or idea, without hesitation or fear. Your employees should feel confident that their feedback will not only be heard, but that it also will be passed through the appropriate channels for consideration.

4. Job Security

“Anything that you do to increase job security automatically does work for you. It makes your employees a closer part of the unit.” 

– Roger Smith

Per research from America’s SBDC and The Center for Generational Kinetics, 61% of millennials believe that there is more job security in owning their own business than in working for another company.

Employers are failing their employees in this regard.

How do you make workers feel more secure about their long-term future at your company?

Start by encouraging your employees to seek feedback regarding their development. Again, this is why transparency is so vital in the workplace. Employees need open communication to help validate their hard work.

Second, put recognition systems in place that reward employees for good work. If employees sense that their efforts are both appreciated and needed, they’ll feel more comfortable in their roles.

5. Development opportunities

“Without investment, there will not be growth, and without growth, there will not be employment.”

-Muhtar Kent

Employees want to know that you’re invested in them and that you see long-term potential in the talents and abilities they possess. 

One way is to use opportunities to deploy them in areas where they can be successful. This could mean promoting them to a different position within your company that better suits their strengths and advantages.It could also mean identifying a particular strength and pairing them with a senior manager who can mentor them and help them develop that gift.

These five contributors to job satisfaction are often the difference between good and bad company morale. As an executive, go out of your way to ensure your employees are satisfied with their work environment. At the end of the day, it’s all about building a culture that values people – their backgrounds, their ideas, and their futures.

6 Ways to Keep Millennials Engaged in the Workplace

As millennials continue to take over today’s workforce, executives are charged with an increasingly difficult task.

According to a study conducted by Pew Research Center in 2015, the millennial generation (or “generation Y”) is now the largest in the U.S. labor force. There’s a growing abundance of millennial workers; and while luring them to your company may require extra effort, hiring them is not the issue.

Retaining them, however, is the new challenge.

A survey performed by Job Application Center indicated that approximately 41% of millennials expect to remain at their current jobs for just 2 years or less!

With this kind of turnover, the question becomes: How do you ensure that millennials are not only satisfied with their jobs, but also engaged?

At Errand Solutions we love our millennials and we want to help companies keep them engaged. While ping pong tables look cool, we know there’s so much to them than flashy offices. In fact, millennial workers are both united and outspoken on what they value most in the workplace. By prioritizing the following efforts, you’ll increase the retention rate of your millennial talent.

Emphasize Social Impact

“Millennials are more aware of society’s many challenges than previous generations and less willing to accept maximizing shareholder value as a sufficient goal for their work. They are looking for a broader social purpose and want to work somewhere that has such a purpose.” 

-Michael Porter

Your generation X workers may be perfectly content with showing up, clocking in, working hard, clocking out, and ultimately climbing the ladder of corporate success.

However, this definitely won’t be enough for most of your millennial workers.

They’re passionate about using their workplace as a force that impacts the community, and many view their jobs as vehicles for change.

So, how do you openly support causes without alienating other employees?

Choose causes and opportunities that the majority (if not all) of your employees can rally around. Don’t pick opportunities that will be divisive. Instead, target compassionate endeavors that will unite your workers. These may include volunteering efforts, partnerships with nonprofits, and charitable giving.

Encourage Socialization

“Coming together is the beginning. Keeping together is progress. Working together is success.”

-Henry Ford

Many employers view socialization as a distraction in the workplace, and some go as far as to suggest that socialization and work should be mutually exclusive.

But in reality, socialization can have a profound effect on a work environment – especially with the resources that are available to organizations today.

Socialization doesn’t have to mean spending thirty minutes chatting by the water cooler. In fact, this isn’t even the form of socialization that most millennials are craving. They’re looking to become part of a family whose bond actually enhances productivity at work.

Consider using social platforms to create company groups and pages for your workers to use. Networks help employees share knowledge and foster teamwork. In addition, start planning non-work related events, such as happy hours or holiday parties to elevate that socialization in a new way.

Provide Mentorship

“Mentoring is a two-way street. You get out what you put in.”

-Steve Washington 

Millennials have a desire for personal development and advancement. According to a report issued by Gallup, a whopping 87% of millennials say that development is important in a job.

You can use your entire workforce to achieve this.

Assign a senior employee to each new (millennial) employee. Your senior employee will provide knowledge and insight to your millennial worker; and in exchange, your millennial worker will support your senior employee in other areas such as technology or social media. The reciprocal nature of this model will benefit your entire organization.

Introducing this type of support system early on is key. Don’t let your millennial employees walk through your doors and wait months for this process to begin.

Celebrate the Small Things

“Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.” 

-Sam Walton Most 

Workers value development and want their milestones to be celebrated. Millennials differ in that they want even those smaller milestones to be acknowledged. They’re conscious of their progress and marking these achievements helps to validate that progress.

Acknowledging their development can be as simple as sending them encouraging emails, throwing a small office party after a month of outstanding work, or implementing a rewards program for goals that are met.

Explain the Big Picture

“Millennials are hungry to let their talents be used for something.” 

-RJ Kelly 

The last thing millennials want is to be left on the bottom rung of your organization’s infrastructure, ignorant of whatever’s going on up above.

Instead, they want to know why they’re doing what they’re doing, and how they’re making a difference.

Make every effort to get them involved! You can do this by asking for their input or showing them the fruit of their labor. They want to know that even the most arbitrary tasks have purpose and value.

It’s your responsibility to show them.

Find the Right Managers

“Millennials don’t want to be managed, they like to be led, coached and mentored. This generation is on fire and ready to go. Are you ready to change the world?” 

-Farshad Asl

You can put your best foot forward in trying to accommodate millennials in the workplace, but unless you have the right managers in place, your efforts will be in vain.

Make sure you’re hiring managers who are compatible with your millennial workforce. Managers who have short tempers and tend to micromanage are more likely to push your millennial workers away.

Keep in mind that this generation was raised to be inquisitive, think critically, and question authority. They’re not the yes-men that those in past generations may have been, so using the right management tactics is crucial to retention.

At a time when job mobility is more important to a generation than ever before, it’s unlikely that you’re going to find millennial workers who will remain loyal to your organization for lengthy tenures.

But by making every effort to engage millennials in the workplace, you give your company the best chance to retain them and reduce employee turnover.

Use these tactics and you’re sure to create a wonderful working environment that the unique and hard-working millennial generation will be proud to work at.