Contact Us     |     Customer Support     |     Login

AMPT
  • PLATFORM
  • CUSTOMERS
  • RESOURCES
    • AMPT Knowledge Center
  • COMPANY
  • DEMO
  • PLATFORM
  • CUSTOMERS
  • RESOURCES
    • AMPT Knowledge Center
  • COMPANY
  • DEMO

Get rid of your yearly performance evaluation; the millennials will thank you.

August 9, 2016  |  By Craig Spilker
millenials-are-not-aliens

EDITOR’S NOTE: This is our second entry in a series of blogs, videos and infographics on motivating, leading and (ahem) actually being “Millennial” in the workplace and we’re going to call it: “The Millennials Aren’t Aliens”.  Enjoy great content on a sometimes misunderstood generation that is also the fastest growing population in the workplace. Check out our first installment here: Pokemon Go and the Millennials

 

I worked for a boss who enjoyed taking the “temperature” of his employee’s almost every day.  Literally.  Every. Day. (Not like literally taking our physical temperature BTW).

For the first few months at my former job, when my manager would approach with his coffee in hand, all I would see is the character Bill Lumberg from Office Space.

I wasn’t necessarily excited for those mini-meetings.

But a strange thing started to happen after his regular checkups.  One, I began to feel connected to my manager’s mission for our department, and two, I started to feel appreciated.

Did I mention I’m a millennial?

In this our second installment of our series about millennials titled ‘Millennials aren’t Aliens’ we look at the ways you can change your employee feedback model to improve your team’s morale AND engage the fastest-growing segment in the workforce today.

 

Regular “mini-Meetings” are a good place to start.

Now, my manager was an anomaly.  He enjoyed the daily conversations with his team but he also had a small team, so it was easy for him to do.

In their most recent report on Millennials in the workforce, Gallup reported that the frequency of meetings is less important to employees than if they happen at all. However, “engagement is highest among employees who meet with their manager at least once per week.”

Our impact report shows that employees that feel the most engaged or happy at work, have regular interaction with their managers.  Managers drive engagement at every successful organization.  That much we know.

HOW YOU CAN MAKE IT WORK FOR MILLENNIALS: The Gallup report also shows that these “mini-meetings” don’t have to be formal.  They can in fact, be fun or mini-checkups that allow for two people to get to know each other.

Don’t get caught up in the “what” just know that the “why” has a pay off in the form of a more connected and motivated millennial (and non-millennial) employee.

 

Gallup.Millenials.png

Create a regular feedback loop

The other interesting way you can increase engagement and productivity among your youngest employees is via a structured and transparent feedback loop.

A feedback loop that is simple, transparent, and available to your employees when they need feedback is critical.

For most, they know “feedback” in the form of yearly performance reviews but these are quickly becoming in-effective at actually addressing the needs of most employees.  What’s more, less than 20% of millennials are saying they receive routine feedback.

Large companies like, Accenture, General Electric and more have completely changed their annual review process, opting for a more regular form of evaluation and feedback.  Why?  Because millennials are requesting it.

HOW CAN YOU MAKE IT WORK FOR MILLENNIALS? Start simple. If you currently use the traditional annual performance evaluations just increase them to quarterly reviews.

Focus on more conversational feedback instead of “check the box” eval’s. Keep it simple and trackable.  Don’t focus on standard “strongly agree or strongly disagree” types of questions and instead focus on creating two or three questions that are essential to the mission and core values of your company, as well as the position the employee is in.

Do you have a formalized feedback system?  If not: WE CAN HELP.

ABOVE ALL: KEEP IT SIMPLE

Milllennial’s aren’t aliens from another planet.  Like any of us, we just like to know that we’re doing our jobs correctly and in the way that our leaders and peers want it done.

It’s true that we millennials like a bit more feedback and recognition from our leaders however, these are efforts that can benefit the team at large, as well.

Don’t focus on creating systems or processes for feedback or evaluation that can’t scale with your culture as you grow your team.  Keep them simple and transparent and you’ll see the results faster than you can retweet this article.

We’d love to hear from you!

If you or your company are doing new and innovative things to connect with millennials and beyond – we’d love to hear about it.  Feel free to comment or connect with us on social media.

Culture evaluations get rid Millennial Recognition thank you
Previous StoryAre you thinking ahead? 3 leadership trends you should know about.
Next StoryTake your core values off the wall

Related Articles

  • 32116533_233851237363194_7469810286594097152_o
    Check out our very own Craig Spilker at DisruptHR
  • 5 Ways to Celebrate Employee Appreciation Day

Leave your comment Cancel Reply

(will not be shared)

ABOUT US

Our AMPT resources page will provide you with the latest in employee engagement, recognition and organizational effectiveness.

  • Articles on industry trends
  • Latest hacks, tools and tricks
  • Employee engagement in the 21st century
  • Best practices and more!

CATEGORIES

  • BLOG (15)
  • BUSINESS (17)
  • Core Values (14)
  • Culture (34)
  • DESIGN (2)
  • DEVELOPMENT (7)
  • Engagement (18)
  • General (23)
  • HR (6)
  • Leadership (29)
  • Management (15)
  • Updates (2)

ARCHIVES

  • December 2018 (1)
  • November 2018 (1)
  • August 2018 (1)
  • May 2018 (2)
  • February 2018 (1)
  • January 2018 (2)
  • December 2017 (1)
  • November 2017 (3)
  • October 2017 (2)
  • July 2017 (2)
  • June 2017 (1)
  • May 2017 (1)
  • April 2017 (4)
  • March 2017 (7)
  • February 2017 (4)
  • January 2017 (6)
  • December 2016 (4)
  • November 2016 (3)
  • October 2016 (5)
  • September 2016 (6)
  • August 2016 (4)
  • July 2016 (3)

CALENDAR

December 2023
M T W T F S S
 123
45678910
11121314151617
18192021222324
25262728293031
« Dec    

TAGS

AMPT Appreciation Attitude business care Communication Company Culture Core values Creative Culture employee Employee Recognition employees employe recognition Engagement Features Feedback focus Halloween healthcare Holiday Parties HR Ideas infographic Leadership Managemment Millennial Motivate Netflix Culture Document Office Opportunity Party Personal Platform podcast Potluck Purpose Recognition Site Tour social recognition platform Solutions Updates Value work Workplace Culture

MORE ABOUT US

AMPT believe that every last individual should be recognized in their moment of greatness. That's our belief...and we are sticking to it.

PRIVACY POLICY

END USER LICENSE AGREEEMENT

TERMS OF SERVICE

LATEST RESOURCES

  • Snapchat Biases
    I learned about my own leadership biases from my daughters’ Snapchat shenanigans [again]
  • We’re sorry but real change takes time
    We’re sorry but real change takes time
  • Focus on good blog
    Explained: Why Leaders Struggle to Recognize Employees for Good Work

COME VISIT US

We open our office to anyone who wants to stop by and talk about anything under the sun. So if you have time and ideas…stop by!

432 South 11th Street,
Lincoln Nebraska,68508

AMPT
  • PLATFORM
  • CUSTOMERS
  • RESOURCES
  • COMPANY
  • DEMO
Copyright © 2020 AMPT. All Rights Reserved.