3 Lessons I Learned From Managing Millennials

We have all heard XY and Z about working with millennials. We know the basics; they are tech-savvy, crave promotions ASAP and want to make a difference in their company. There is no denying that this generation proposes unique characteristics in the workplace but we're going beyond that. Managing millennials requires a different strategy, mindset and let’s face it: a whole new managing field. Here, three takeaways I have learned from managing Generation Y.

1.   Money isn't all it takes to make millennials happy.

The most noticeable difference in managing millennials is they are not driven by the same motivators that previous generations were driven by. Millennials value an innovative and inspiring work environment over monetary motivations. Harbouring an encouraging team environment year-round is far more valuable than an incentive bonus.

To keep our employees satisfied and motivated we maintain an engaging and open work environment. From monthly team activities to free breakfast every morning. It doesn’t have to be a grand event to create a teamwork culture, little details like snacks on Fridays or interactive team meetings really do make the difference for millennials. The key here is to maintain and truly embed this type of work environment in your everyday culture.

2.   The pros and cons of technology.

While millennials require particular managing tactics, I have learned heaps from them. Millennials speak the language of technology, which can be a distraction at work, so it is important to establish boundaries as a manager. While their tech-savvy ways tend to have them checking their phones more often than the previous generation, I can't ignore the benefits.

Technology and social media are a meaningful part of our business being in recruitment. We connect with people and nowadays that does mean building connections online. Millennials have a natural tact to network digitally and use it to their advantage.

3.   They have chameleon-like adaptability.

This generations ability to adapt to changes and go with the flow is one of the most surprising aspects I have found about managing millennials. They are more than comfortable and used to embracing change. No matter the size or weight of the change, millennials are able to quickly adapt and will always be on board.

Now what?

If I could give a manager one piece of advice on managing millennials I would advise providing clear directions and guidance regarding their role, project, position, etc. Millennials are very emotionally driven, creating an engaging environment for them to work in will make all the difference in productivity and office morale. Millennials are determined for success and tend to want it quickly, managing expectations by having clear communication is key. 

About The Author – Shannon Lippert

As PKL Recruitment’s New South Wales Branch Manager, Shannon is responsible for both the Temporary and Permanent Divisions. Since joining the PKL Recruitment team in 2013, Shannon has always lead from the front, guiding and growing the Sydney PKL Recruitment Branch to be one of the most successful recruitment teams in Sydney. Contact Shannon directly on shannon.lippert@pkl.com.au or on LinkedIn.

Less Turnover, More Talent

During the recruitment process we are all careful to hire only the best workers, so once we hire them, we hope to keep them long-term. With this in mind, managers must entice their employees to by giving them good reasons to stay. Today, it is known that managers are finding it much harder to retain talent. Employees lack the compassion to hold tenure with their companies, and instead seek a job that best suits their lifestyle or future aspirations. As a manager, an easy solution is as simple as trust building and having conversations around career goals. This is to ensure you are able to assist their career climb. If you don’t know how your employees wish to grow professionally, it’s very difficult to nurture and support their goals, and this is where retention can be an issue.

Effective employee retention is crucial for the long-term health and success of any business. It is believed some of the benefits for maintaining your best employees include:

  • Constant customer satisfaction when dealing with the same person each time;
  • Fulfilled co-workers;
  • Effective succession planning;
  • Heightened organisational knowledge and learning; and
  • Minimal time spent hiring and training new staff.

On the other side, failing to retain key employees creates greater turnover of talent. The impacts for not implementing retention strategies include:

  • Increased training time and investment;
  • Lost knowledge and experience;
  • The loss of loyal clients and customers;
  • Insecurity among workers; and

Managers must implement staff retention strategies to ensure talent isn’t lost and even more so, lost to your competitors. Sometimes it’s the most effective retention initiatives that involve minimal cost, which means they are easy to apply and at no harm to your business. Here are some quick tips and tricks managers can implement to retain their talent and minimise their turnover:

  1. Responsibility: Show your employees trust by giving them new responsibilities that allow them to grow.
  2. Respect: Employees appreciate when they are respected and appreciated, which creates an enduring work culture with positive memories they will never forget.
  3. Recognition and Reward: Having a rewards program should go beyond monetary compensation, and can simply be a public thank you to acknowledge hard work and efforts.  
  4. Flexibility: Flexible work arrangements allow staff to effectively maintain and balance their work and home lives.
  5. Relaxation: Be generous with time off and ensure sufficient rest time during busy periods.

About the Author – Rachel Stefanovski 

Rachel Stefanovski is the General Manager of PKL Recruitment, leading the NSW and VIC state offices. Rachel takes great satisfaction in setting a strong and motivated team culture through engaging with intelligent and driven recruitment consultants. Contact Rachel directly via LinkedIn or rachel.stefanovski@pkl.com.au.

Celebrating Women Around The World

“The most notable fact our culture imprints on women is the sense of our limits.  The most important thing one woman can do for another is to illuminate and expand her sense of actual possibilities” – Adrienne Rich

On the 8th of March, 1908 15,000 women gathered in New York to march for women’s working rights, previously known as International Working Women’s Day. Today we call this day International Women’s Day. Nearly 110 years has passed since this march for women’s rights. As women we have came along way, but we still have a long way to go!

“Despite aspirations for more women in senior leadership roles, progress over the last 10 years has been slow. While in 2011-12 women represented close to half of the labour force as a whole (46%), and 45% of Professionals, women remain under-represented at senior levels within both the private and public sector.” – Australian Bureau of Statisics

Flexibility, when it comes to decision making and clear communication are just some reasons why women excel in leadership roles. Female leaders are renowned for being able to break down barriers through empathy and understanding; inspiring change within their teams they make great role models and positive influencers, especially in female dominated industries.

Running a company is a function of leadership, not simply gender. My goal has always been to create an inclusive and diverse workplace that exceeds expectations through creative recruitment solutions.  I have endeavored to lead by example, be a role model and believe in people. A role model? I lead by my ethics, values and pride. I was 25 years old when I started PKL Recruitment and I will never forget when I went to my bank manager to discuss my business plan.  He told me I was dreaming, 75% of small businesses went broke in their first year. PKL is still going strong 21 years later!  

Don’t be afraid to go outside your boundaries, failure is success in my eyes. Believe in yourself, your capabilities and your worth. Share your experiences and support other women through encouragement, mentoring and camaraderie. Anything is possible you just have to find a way to make it work. 

Seven years into running my business, I added a logistical challenge and moved 500kms from my head office when I married my husband who is a farmer. As a distant MD and mother of two young children the business continued to flourish as a result of collaboration and empowering my then, all female management team to step up and let them take the lead. 

Celebrating International Women’s Day and progress towards gender parity acknowledges the significant impact women make in business and our community.  We each have an important role to play in inspiring change amongst our peers and encouraging the younger generations to do the same. 


How are you supporting women in your community?

Sources: https://www.internationalwomensday.com https://unwomen.org.au 


About the Author – Phoebe Lane
Phoebe Lane is the Founder and Managing Director of PKL Recruitment. Phoebe founded PKL Recruitment in 1995 with a vision of creating meaningful differences to the lives of candidates and clients. PKL Recruitment is focused on producing high quality placements that benefit both the candidate and the client. Contact Phoebe today via LinkedIn or phoebe@pkl.com.au.

Employee Engagement

A Winning Approach In The War For Talent

Attracting and retaining talent is a key requirement for any successful business. Now, more than ever, it makes financial sense too as the true cost of turnover is calculated with lost productivity, training and recruitment costs.

A 2014 survey found that a well-crafted and authentic Employee Value Proposition (EVP) delivered the following benefits:

  • 24-47% increase in employees recommending their workplace to family and friends
  • 28% reduction in annual employee turnover
  • 29% boost in commitment from new employees
  • Up to 50% reduction in payment of premiums to new hires

Source: CEB Corporate Leadership Council; CEB employee insights 2014

An EVP states what the organisation offers an employee in return for the skills, capabilities and experiences the employee brings to the organisation. From an employee’s perspective, an effective EVP answers ‘what’s in it for me?’.

With the increasing desire for flexibility in the workplace, personal job satisfaction is driven by far more than financial factors such as salary and benefits. To achieve high levels of employee engagement, you must structure your organisation and employee experience to deliver on the promise of the EVP.

Here are three simple tips designed to positively impact employee engagement and job satisfaction:

  • Keep it challenging and interesting. Employees are looking for opportunities to challenge themselves, and grow through professional development and career opportunities. Provide opportunity for autonomy, personal responsibility while keeping the roles and tasks varied to be fulfilling and remain stimulating.
  • Maintain clear support and direction while allowing for flexibility. Employees value systems, processes and resources however also seek out flexibility and autonomy to lead a balanced life and make their own decisions
  • Focus on the relationship. No matter how great the company or product you represent, employees are seeking meaningful connections and interpersonal relationships and friendships at work. It’s a balancing act, as you must maintain boundaries, however do not overlook the person as you will erode their enthusiasm and potentially lose their commitment and engagement.

Millennials are notoriously transient with ~90% of Millennials expected to stay in a role for less than 3 years compared to a market average of less than 20% turnover per annum. If you employ Millennials, you need to do more than offer them beanbags, free food and casual days.

If you would like advice on recruiting the right people for your business and achieving high levels of employee satisfaction and engagement, contact one of our qualified PKL Recruitment consultants today on Sydney 02 9232 4980 or Melbourne 03 9608 0333.

About The Author – Rachel Stefanovski

Rachel Stefanovski is the General Manager of PKL Recruitment, leading the NSW and VIC state offices. Rachel takes great satisfaction in setting a strong and motivated team culture through engaging with intelligent and driven recruitment consultants. Contact Rachel directly via LinkedIn or rachel.stefanovski@pkl.com.au.

Advice From The Top - How To Build Leadership Culture

Effective leadership is the driving force behind high performing business culture. It is integral to the success of any organisation as it creates empowered teams, who are motivated by responsibility and action. A leadership culture facilitates improved productivity, increased focus on solutions not problems, and dedication to improving individual and organisational performance.

How can you build a leadership culture within your organisation?

1. Set a Clear Company Vision

A clear company vision provides you and your employees clear direction. The vision of the organisation should be embedded into each business activity and be clearly understood by all employees, regardless of their role in the organisation. By clearly communicating the business direction, employees take ownership and responsibility for success.

2. Lead By Example

Teams mirror the behaviours, energy and motivation of their leaders and this filters down through the organisation. The key to leadership is leading by example. Demonstrate your commitment to the business culture and values by displaying the right attributes such as clear direction, high productivity, team empowerment and dedication.

3. Empower your Employees

Leadership is responsibility. One way to further empower your team is to invite them to take on new responsibilities and opportunities. Great leaders, develop future leaders by sharing the responsibility and teaching and coaching others to succeed. Sharing responsibility with your team provides them with new growth opportunities while allowing you to focus on strategy and performance.

4. Support New Thinking and Innovation

Facilitate new thinking and innovation within your organisation. By creating a leadership culture that fosters new ideas and innovation, the net benefit to the organisation can be exponential, impacting on business performance, market position and employee retention.

5. Create a Professional Social Bond with your Employees

Recognition and appreciation of effort and high performance fosters results-driven culture and creates opportunities for high performers to develop their leadership skills. Social activities and incentives are a powerful way to bond teams in an informal setting such as a restaurant or entertainment venue. This allows the team to step out of their corporate persona and express themselves more fully as individuals with their team members.

Social events can reveal hidden leadership talent and also create new and effective bonds between team members, enhancing performance and leadership outcomes.

PKL Recruitment specialises in business support and call centre recruitment for temporary, causal and permanent positions. We can help you succeed in finding the right candidate for your organisation. Visit www.pkl.com.au for more information on how you can create a successful culture through effective recruitment.

About the Author – Phoebe Lane
Phoebe Lane is the Founder and Managing Director of PKL Recruitment. Phoebe founded PKL Recruitment in 1995 with a vision of creating meaningful differences to the lives of candidates and clients. PKL Recruitment is focused on producing high quality placements that benefit both the candidate and the client. Contact Phoebe today via LinkedIn or phoebe@pkl.com.au.