It can be very hard to keep young, talented people in a company when office rules feel outdated and rigid. Flexibility, respect for their time and a friendly, collaborative atmosphere are priorities for the new generation of workers. When businesses insist on doing things as they’ve always been done – they often find themselves short-staffed by talented people who want more balance in their lives. Check out these nine policies that might be driving out your top talent.
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Rigid 9-to-5 Schedule
Young workers often demand flexibility. They find having a 9-to-5 schedule is completely off-putting. That’s especially true when a lot of their work doesn’t even require immediate attention, let alone the need for them to be supervised. Strict hours come across as a rather dated way of determining productivity, when a results-driven approach might be more appropriate.
Strict Dress Codes
Strict dress codes that require formal business attire every day tend to be unpopular among young workers, who generally focus on things like comfort and self-expression. An old-fashioned coat-and-tie uniform can seem stifling and inefficient, especially in a business where employees meet with clients only infrequently or work remotely from home. Companies that adopt more relaxed dress codes tend to be more competitive at recruiting and holding on to young employees.
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Micromanagement
Micromanaging will send all but the most loyal employees packing. In part, that’s because it sends out a message of distrust. It also can be demoralizing, disempowering and discouraging, especially for creative and entrepreneurial millennial and Gen-Z workers who often prefer to have some space and freedom to explore their ideas and projects on their own without someone breathing down their neck.
No Remote Work Option
Whether it’s the possibility of a flexible schedule, the option to work remotely or flex office space – companies that begin offering it will be at a distinct advantage over those that do not. A ‘no remote work’ policy can be enough to turn away younger talent who want to do their work with a better work-life balance. There’s a time and a place for in-person collaborations, but many people feel that they’re simply more productive without having to make a daily commute.
Outdated Technology
It is frustrating to work with outdated or inefficient technology, especially for a young professional who has grown up with the fast, progressive tech. Slow computers, outdated software or lack of digital tools can make it hard to finish the work. If an office is unwilling to invest in the right tools, it can signal that they’re not interested in keeping up with modern demands.
Unclear Career Progression Paths
Young, high-potential employees want to know what and where they’re going. Uncertain career paths or vague promotion criteria leave them feeling like a cork in a bottle of champagne. If companies don’t provide clear development opportunities, young professionals will start looking for a new role – elsewhere.
Mandatory Overtime
If overtime becomes frequent, it can lead to burnout for everyone, especially young talent. Employees typically need their work-life balance maintained, and mandatory overtime policies – especially without proper pay – can make employees feel under-appreciated. Those companies that respect time off for personal matters and offer true flexibility with their employee schedules are more likely to retain their best employees for longer periods.
Lack of Diversity and Inclusion
Diversity and inclusion are principles that are appropriate and important to the younger generation. If a workplace considers itself to lack diversity, it is often perceived as a hostile or outdated environment. When a younger employee feels that the workplace is not fully representative of diverse values and identities, it can make them feel alienated.
Overemphasis on Seniority
Young talent finds it frustrating when promotions, raises or recognition don’t come based on how much employees invest in their work — but rather on the number of years they’ve spent in the company. It should be the very opposite: talent, new ideas, dedication – these things should count for more than how long the worker has been with the company. And if junior employees sense that their contributions won’t be noticed and their creativity will go unrecognized, they will walk away. And you’ll be left with a dull, unengaged and disillusioned workforce.
Disclaimer: This list is solely the author’s opinion based on research and publicly available information.
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