The workplace buzzword of 2018 is employee experience. Learn how you can adapt and create a thriving workplace to attract and retain top high-performing employees and increase your productivity and profit.

As millennials begin to take over the workforce replacing the baby boomers, the average tenure of employees has dramatically reduced. Traditionally, employees stayed in one position for the duration of their career. Today, the average tenure of an employee is about 24 months. To better understand the substantial difference in cultures in the workplace

41 percent of baby boomers stayed with their employer for a minimum of 20 years
18 percent stayed for at least 30 years

The employee experience for the baby boomer generation was almost non-existent. Their lack of work-life balance and commitment to working long hours in exchange for professional achievements best defines the working culture. They value hierarchy, rankism and face-to-face interactions ultimately creating challenges for them to adapt to the flexibility and remote work that began infiltrating the workplace.  

Merging two generations that are polar opposites, employers, and Human Resources have had a difficult time finding common ground between the two, but recent research has proven that Human Resources can use the results from the survey to embrace and improve the employee experience bringing together the two generations in unity.

Clutch recently surveyed over 1000 employees, specifically targeting millennials, on the things they valued most in the workplace.
53 percent value flexibility and remote work to be a top priority
55 percent value a culture with a community atmosphere
32 percent value learning opportunities

The results of the survey have shown that businesses should place emphasis on these 5 areas to improve their employee experience and cultivate an influential company culture.

Empower employees to find themselves
As you go through the recruiting and onboarding process with new employees, aim to identify and understand the strengths, weaknesses, passions, and areas of interests of each individual. What are their big-picture vision and goals for their life and career? Once defined, use the information gathered to create or assign projects aligning with these areas. From there

Acknowledge interests through job shadowing opportunities
Increase responsibilities aligned with passions
Focus on improving strengths through special projects

Create a feedback driven culture
Replace the treacherous annual performance reviews with weekly pulse check-ins and quarterly feedback sessions. Communication should be fluid. A lack of communication is one of the highest contributing factors to employees burning out and giving up altogether. Show you’re invested by implementing their feedback and developing strategies to help them achieve career goals. Transparency is key. Don’t micromanage them, instead empower them to be the leader in their role and guide them along the way when they need it by providing constructive feedback and through consistent communication.

As your business grows and you build teams and grow departments – it’s essential to understand the mindsets and motivations of each individual department. The journey and goals of HR is completely different than those of your marketing or sales department. Keep that in mind as your business scales and more hands dip into the pot.

Innovate with Internal Programs
The biggest, most undervalued, asset to a company is their employees. Show your employees you value them by implementing internal programs to spark innovation, develop leadership skills, and create loyalty and trust. Training your employees helps them to evolve into more productive and knowledgeable contributors enhancing the client experience while improving their tactical skills. The reward of developing your employees is far greater than the time or money you put into it. Here are a few ways you can get started:

Cross-departmental training
Rotation programs

The easiest way to retain current employees is by showing you value their professional development. Employees want to feel valued, they want to know that you care about their professional goals.

Increase Productivity and Team Efficiency
Assess the areas where you can increase the productivity of your employees. Where can you streamline and automate processes? Identify the tools, resources, and software you can invest in to further develop your team and increase productivity and efficiency. Outdated tools and resources limit the productivity of employees hindering them from reaching their full potential. Remain consistent in assessing these to make sure you remain up to date.

Encourage Flexibility and Remote Work
The traditional 9-5 in office working hours are quickly becoming a thing of the past as the baby boomers dissipate and the millennials take over. If you’re committed to keeping millennials around, your first priority should be adapting to the changing working environment or risk the collapse of your business similar to that of Blockbuster or Toys R’ Us.

Whether you have a team of 2 or 50, these 5 steps will empower your employees to evolve and reach their fullest potential. Training your employees provides them with new skills and knowledge, leading to more productive behavior, which then increases the value of your products, services, and the business.

Are you struggling to build a team of high performing employees? I help my clients build a team, cultivate an influential company culture and step into and own their role as a high impact leader in their business. My clients walk away with stronger communication, clarity, confidence and team management skills. It’s time to ditch doing everything on your own and it’s my job to help you. Schedule a complimentary strategy session with me today at