There is no quick and dirty solution on how to attract and retain the next generation of employees, but in fact, it all relies upon leadership. Many people are quick to label Millennials as people who fail to show loyalty to one company, like it is a negative reflection on them. The fact of the matter is that people generally don’t leave a company, they leave a leader. In order to show the type of leadership that people desire and respond to, we need to keep in mind three key topics: Attracting, Retaining, and Investing. Here is what you need to know to improve your ability to attract and retain employees successfully. 

Attracting

We are currently navigating in a digital age where news travels at the speed of a click; fortunately, this means that if we are known as great employers, there is a good handful of people out there that are hearing this information too. With social media being as prominent as it is, your online presence will appeal to not only millennials, but people of an older generation as well. It is important to focus on attraction, because kids today are smarter than we were at their age, but at different things; By displaying confidence in their abilities, we are helping them to build courage and use their strengths to add a new dimension of intelligence and drive to our business. 

We can liken this to the story of Michael Phelps. Michael was a boy from a broken home with no father figure, who was not heading in the right direction; he was funny looking, with a long torso and arms, and disproportionately short legs. Michaels entire life was changed the day he met his coach. He found someone who saw his ability and had confidence in him, transforming him into the superstar athlete he is today. Just like Michael's coach, by finding someone and helping them see potential that they have yet to tap into, you help to raise great employees that can go the distance, and feel good about it. 

Retaining 

I was not always in love with my laptop; it was constantly letting me down, and I wanted to trade it in. When I took it to the shop, instead of replacing it, they installed a new operating system. Now, here I am working on the same laptop, but with a new operating system. It is important to understand that systems create behaviours, and by investing in our people with training, and discussing their future, we can keep them as a vital and hardworking part of our team for longer than we could expect. 

Generally, companies lead with what we call a “first-day culture”, where we share our vision and values, show optimism, encourage learning and growth, smile and make our new hires feel like a welcomed part of the team. While this is a great tactic, it doesn’t work if you ditch the act after day one. People like to feel valued, as everyone is trying to please someone. By keeping up with the culture you expressed on day-one, employees will be more optimistic about their job.

In utilizing Dale Carnegie's 9 principles, we can show our people that we care about them and value them as employees. 

1. Don't criticize, condemn or complain
2. Give honest sincere appreciations
3. Arouse in the other person an eager want
4. Become genuinely interested in other people
5. Smile
6. Remember that a person's name is to that person the sweetest and most important sound in any language
7. Be a good listener, encourage others to talk about themselves
8. Talk in terms of the other person's interests
9. Make the other person feel important, and do it sincerely. 

When it comes to people, the little things are really the big things and we tend to go wrong when we believe these actions are so simple that it is too far beneath us to utilize. If people are our greatest asset, then our people skills should be our greatest strength. 

Investing

It's not often that you walk into a room and people are complaining that they have received too much praise and appreciation lately. Some companies spend more time polishing their equipment than they do their people! As a society, we are learning to be mindful and accepting of what people would have deemed outrageous 20 years ago, yet we cannot find the time to take care of and invest in the members of our team. By asking some simple questions, we have the power to help our employees and show them that we care about their learning and growth at the same time. The questions we ask over and over generally reveal what we care most about.; To further invest in your people and get the most out of your team, try asking some of these questions:

1. Did they do their best?
2. Could we have done it better?
3. Have we provided enough training?
4. Could it be standardized?

The truth is, the best leaders are the best learners, and the success of your people reflects directly on you. The world is a dynamic, evolving place; It's important to stay on top of the times, and be open to change before you are forced into it. For more information on attracting and retaining employees, reach out directly or head to my website and sign up for additional courses to grow your skill-set to become an effective leader in your workplace today.