提供大量积极反馈。千禧一代是被过度夸奖的一代,每个人只要露个面就会赢得一件奖品,这一点已经引起了人们的热议。但达根认为,赞扬工作中的进步和里程碑事件,与所谓权利意识无关。相反,他指出,有研究表明,使用计步器或FitBit腕带来测量每日步行距离的人,比不使用这些装备的人,每天行走的步数多出30%。
That’s not a coincidence.“Knowing how you’re doing, and having your progress acknowledged, is immensely motivating,” he says, and the more frequently, the better. “Annual performance reviews do not work with Millennials,” he adds. “They look for feedback and direction every week or two.”
这并非巧合。他说道:“了解自己的表现,让自己的进步得到认可,能够极大调动一个人的积极性。”并且这种反馈越频繁越好。他补充道:“年度绩效评估不适合千禧一代。他们希望每一两周便能得到一次反馈和指引。”
Show them a career path.Despite what often looks like a disjointed series of short-term moves, Millennials are “intensely focused on the long term. They want to see how their current job fits into their whole career plan,” Duggan says. “By having open conversations about how to be successful at different levels throughout the company, and what it takes to be promoted, you can take something very abstract and make it real.” Talking about the future might also give Gen Yers a reason to look for their next job in-house, instead of somewhere else.
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