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3 Tips for Reducing Employee Turnover among Millennials


3 Tips for Reducing Employee Turnover Among Millennials

The increase of millennials in the workforce has increased turnover rates for organizations across the country. Gallup calls them “the job hopping generation” as 60% of millennials are open to new job opportunities. They are the least engaged generation in the workplace. Approximately 21% of them have changed tops within the past year – that’s three times more than non-millennials. While there may not seem to be much you can do about this, you can still work to reduce employee turnover among millennials in your organization through strategic recruiting.

Less than 30% of millennials are engaged at work, according to Gallup. This lack of engagement is what keeps them searching for new opportunities and encourages them to change jobs every few years. By focusing on making hires that align with company goals and still meet the needs of the millennial generation, you’ll have better luck reducing turnover among millennial employees. Try these tips for reducing employee turnover among millennials without sacrificing workplace productivity. Understanding the challenge is half the battle!

How to Reduce Millennial Turnover

1. Give millennials what they want - Organizations have to understand how millennials and live and work and what they want out of their jobs. This will vary from individual to individual, but understanding what they want means you can determine whether or not you can give it to them, whether that is growth opportunities, flexility, adventure, etc. During interviews, ask millennial candidates what they want and expect out of the job and determine whether your organization is prepared to meet their expectations. For example, asking questions about their career goals and job expectations during a recorded video interview allows you to judge their responses and deliberate with colleagues to determine whether they will be the right fit for your organization before inviting them to a one-on-one interview.

2. Offer benefits & culture - Providing employees with a comprehensive benefits package is an important factor of employee engagement and employee turnover. While studies have shown that millennials care more about benefits like work-life balance than healthcare coverage and 401Ks, they are still attracted the financial opportunities companies have to offer. Benefits are enticing to new hires and can ensure they want to stick around to keep their benefits. They’ll also stay engaged if they enjoy the company culture and feel that it aligns with their needs.

3. Provide feedback & growth - Millennials (as well as many other generations of employees) want more feedback from their employers. Because millennials look for growth opportunities to keep them invested in their careers and hold their interest, they expect to receive feedback that will help them improve. Based on that feedback and how well they adapt to it, they also expect growth. During the hiring process, be clear about growth opportunities within the company if you want to keep employees for longer than two years. Without growth, you will surely see millennials employees leave for better job opportunities.

By strategically recruiting millennial candidates whose goals align with the company, you can reduce employee turnover in your organization and keep millennial employees engaged for longer. Provide clear expectations, share growth paths and emphasize culture and benefits early in the recruiting process to ensure you’re making the right hire every time. Although you can’t change the way a generation reacts in the workforce, you can change how your organization manages it.

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Holly Wade is the Marketing Manager at GreenJobInterview. She comes from the technology world with a background in marketing and public relations, where she specialized in content management, brand development and social media. Connect with Holly via LinkedIn: