Recognizing & Engaging Employees For Dummies
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In studies of Millennials, one motivator that consistently ranked highest was time with one’s manager. According to Pew research, Millennials are five times more likely to quit if they have poor relationships with their managers. Managers need to make special efforts both to be available and to actually connect with younger employees on a more frequent basis at work.

To meet this need, managers in some organizations have one-on-one discussions with employees who report directly to them at least once every two weeks. During these meetings, employees set the agenda, which typically includes questions they need answered, items they want to discuss, or advice they need from their managers.

Here are some other examples of companies that make time with a manager a priority:

  • Larry Meadows, a manager at Chick-fil-A in Asheville, North Carolina, makes a special point to call individuals into his office on a regular basis to discuss how things are going and to hear their concerns.

  • New hires at ViaSat, the satellite communications company based in Carlsbad, California, are free to approach upper management with questions or to contribute new ideas. The door to executive leaders is always open.

  • The law firm of Kelly Kronenburg, P.A. in Fort Lauderdale, Florida, values collaboration and promotes an open-door policy for younger associates to chat with more seasoned attorneys.

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Dr. Bob Nelson is considered one of the world's leading experts on employee engagement, recognition, and rewards. He is president of Nelson Motivation, Inc., a management training and consulting company that helps organizations improve their administration practices, programs, and systems.

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