领导力内部网络是一个在线社区，商界最具思想和影响力的人物会在这里及时解答关于职业生涯和领导力的问题。今天的问题是：如何让千禧一代感觉自己是公司的一部分？回答者是Involve Soft的首席执行官高拉夫·巴塔查里亚。

作为一名创立公司，担任首席执行官的千禧一代人，我想打造一个与我想法类似的团队。在面试时，我意识到千禧一代针对公司提出的问题，与我在之前的工作中招聘X一代时大不一样。他们会问我公司的使命和愿景是什么，他们又能在公司的未来中做出怎样独一无二的贡献。他们想要为公司献出自己的忠诚、创造力、勤奋和时间。

盖洛普咨询公司（Gallup）的数据表明，千禧一代是热爱跳槽的一代。他们当中有60%在任何时候都对新的工作机遇持开放态度，是所有员工中最可能换工作的一批。2016年，有21%的千禧一代正是如此做了。

同样的调查也显示，千禧一代占了美国劳动力的三分之一，这样的人员流动每年会给美国带来305亿美元的损失。减少跳槽数量的唯一办法就是让千禧一代感觉到自己的价值，让他们意识到自己是公司里重要的一部分。以下一些策略有助于减少员工的流动，留住千禧一代：

认可他们的出色工作

怡安翰威特（Aon Hewitt）2015年的一份报告显示，53%的千禧一代想从同事和经理那里听到“谢谢”，42%希望高层领导对他们公开表示认可，以此作为赞赏的一种方式。偶尔认可千禧一代的成就，无法满足这不安宁的一代。根据普华永道的研究，41%的千禧一代希望每月至少得到一次认可，而非千禧一代中只有30%有这样的需求。

千禧一代与社交媒体紧密相连， Twitter的转发，Facebook的点赞和Instagram的双击喜欢对他们来说是一种强力的实时激励。这一点同样适用于职场。

让所有员工感觉到被认可的最好办法，就是努力营造强大的团队文化。首先，确认哪些能调动千禧一代员工的情绪。他们认为自己能在公司做到什么？与他们沟通，了解他们的想法。

根据他们的回答，鼓励团队的所有成员给彼此积极的反馈。当团队中的每个人都因为自己的成就不断得到认可，随着时间的推移，这种做法就会更加自然和轻松。

建立频繁的反馈环路

在奈飞（Netflix）、亚马逊（Amazon）和优步（Uber）的环境中长大的一代人习惯于迅速的远程工作和交流。Namely的研究显示，80%的千禧一代更喜欢频繁的反馈，而不是传统的业绩评估，也就因此不足为奇了。试着建立开放的交流渠道，你可以借此给员工提出建设性的批评，他们也能毫不犹豫地对管理提出意见。

我常邀请团队成员喝咖啡，倾听他们的反馈。确保自己面对任何批评都表现出亲切的态度，面露微笑。我问他们在公司工作是否开心，是否有工作相关的事情困扰着他们，可以做什么来改善他们的工作体验。

我会在谈话中作好记录，并随后分析它们。如果其中有员工普遍反映的问题，就会立刻将其作为工作重点。如果我们据此做出了改变，我也会确保自己对他们的建议表现出感谢。展现出倾听他人想法的姿态，这也会鼓励员工接受建议。

用心沟通

美国高校学者协会（The National Society of High School Scholars）2016年的一份调查发现，46.6%的千禧一代将企业社会责任作为选择雇主的因素之一。千禧一代希望与公司的使命与愿景紧密相连。

我们的团队以千禧一代为主，他们希望我们在这方面积极主动。为此，我们确保团队每个月都有机会参与社区服务项目。

如果你能帮千禧一代在公司中找准位置，他们就会有参与感和价值感。这会让他们面对其他工作机会时跳槽的概率大大减少。（财富中文网）

作者：Guarav Bhattacharya

译者：严匡正

The Leadership Insiders network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today’s answer to the question, “How can you help millennials feel like they’re part of the company?” is written by Gaurav Bhattacharya, CEO of Involve Soft.

As a millennial CEO starting a company, I wanted to create a team of likeminded people. While conducting interviews, I realized that the questions millennials were asking about the company were different from what I used to hear while hiring Gen Xers in my previous job. I was being asked about the mission and vision of the company and how they would be able to make a unique dent in its future. They wanted to devote their loyalty, creativity, hard work, and time to the organization.

According to Gallup, millennials are the job-hopping generation. Sixty percent are open to a new job opportunity at any point in time, which makes them most likely among all employees to switch jobs. In 2016, 21% of millennials did so.

The same survey shows that millennials make up one-third of the American workforce, and this turnover costs the U.S. $30.5 billion each year. The only way to reduce this number is to help millennials feel valued and like they are an important part of the company. Here are some strategies for combating high employee turnover and retaining millennials:

Recognize their good work

An Aon Hewitt report from 2015 shows that 53% of millennials appreciate a “thank you” from peers and managers and that 42% want public recognition from senior leadership as a method of praise. Recognizing millennials’ accomplishments only once in a blue moon is not enough for this restless generation. According to a PwC study, 41% of millennials want to be recognized at least once every month, compared to only 30% of non-millennials.

Millennials are entwined in the world of social media, where constant retweets, Facebook likes, and Instagram double taps are a huge real-time motivator. This validation applies to the workplace as well.

The best way to make all your employees feel recognized is to take steps toward building a strong team culture. First, identify what emotionally drives your millennial employees. What difference do they think they can make in the company? Talk to them to get their input.

Based on their answers, encourage all team members to give each other positive feedback. When everyone on the team is consistently being recognized for their accomplishments, this practice will become more natural and effortless over time.

Create a frequent feedback loop

Growing up in a world of Netflix, Amazon, and Uber, millennials are used to working and communicating quickly and remotely. Hence it’s no surprise that 80% of millennials said they would prefer frequent feedback to traditional performance reviews, according to a study by Namely. Try creating an open channel of communication, where you can provide employees with constructive criticism and they can voice issues to management without hesitation.

I often take individuals from my team for coffee feedback sessions. I make sure to act approachable and smile at any criticism. I ask them if they are happy working at the company, if anything about work is bothering them, and if there is anything I can do to improve their work experience.

I take notes during these sessions, and later analyze them. When I notice common problems among all my employees, they go directly onto my priority list. I then make sure to acknowledge their feedback if we make any changes. Showing that I am listening to their ideas encourages employees to be open to feedback as well.

Connect with the heart

A National Society of High School Scholars survey in 2016 found that 46.6% of millennials listed corporate social responsibility as a factor in choosing an employer. Millennials want to be connected to a company’s mission and vision.

Our millennial-dominated team expects us to be active in this realm. To that end, we make sure that our team has an opportunity to participate in a community service program every month.

If you can help millennials find their place in your organization, they will feel engaged and valued. That will make them much less likely to jump ship if another job opportunity comes along.