4 survival tips to managers of millennials

1. Create clear and fast-moving career tracks.

Create distinct career tracks with clear direction on how to advance to each level.
Restructure promotion and incentive programs that give smaller, more incremental promotions and salary raises, giving more consistent positive reinforcement and closer goals that make it more enticing to stay.
Create professional development opportunities that help them advance in those career tracks and build other skills they need and want.
Create ways young employees can explore other career tracks without leaving the company. Millennials and Gen Z's have a higher propensity for changing their minds and/or wanting different experiences, so consider ways that enable employees to make lateral moves, or create rotational programs that allow inexperienced professionals to get experience in a variety of business capacities and are then more prepared to choose a track.

2. Alongside competitive compensation packages that include 401k matching programs and comprehensive insurance offerings, provide benefits that allow them to have a sense of flexibility when it comes to how they work.

Working remotely, flex schedules/hours.
Floating holidays especially beneficial as the workforce becomes more and more diverse.
Restructure PTO that gives employees more autonomy and responsibility for their work.
Tuition reimbursement programs to increase retention and build leaders internally.

3. Create a strong company culture: company culture is one of the strongest recruiting and retention tools. Go beyond the flashy tactics of having an on-site game room and fun company outings and bring more focus to the company's mission. Create and live/work by a set of core values that represents your company's mission. People will be more engaged and move beyond just being their role or position when they feel connected to the mission.

Special Reports /

3 trends and 4 survival tips for managing your millennial insurance pros

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