透视领导力是一个在线社区，商界最有思想和最具影响力的大咖会在此及时回答有关职场和领导力的问题。今天的问题是，“如何提升千禧一代员工的归属感？”回答者是Karrikins Group 首席促进增长官朱莉·威廉姆森，她也是《问题关键：眼光不拘于竞争，创造更多价值成为明显选择》一书的联合作者。

如今千禧一代员工越发成为公司主力，负责预算、招聘和重大决策。然而很多员工看起来很难全心投入工作。帮助年轻员工提高归属感不仅要让员工融入团队，更要让他们成为你手下的精兵强将。

千禧一代面临的职场挑战其实与任何一代新员工差不多，例如学习新的职场语言、应付各种性格的人，以及学习汇报结构等。但他们在适应不停变化的公司环境方面也有一些新挑战。此外，比起以前的年轻人，千禧一代的童年比较一帆风顺，所以他们的归属感不强也能理解。

以下有关键三点，如果做到，则可以帮助千禧一代员工健康成长：

让他们做有意义的贡献

对某个团队有归属感往往意味着可以做有意义的、有直接影响的贡献。我们经常会让新人负责不重要的琐事，其实应该鼓励他们肩负重要的任务，鼓励他们把之前的经验用到眼前面临的挑战中。

举个例子，遇到某个问题时，可以让他们比较你们与别家公司的做法有何不同。请他们对流程改进和结构调整方面提供建议。与此同时，向他们提供机会，并让他们快速学习和成长，这样他们才会在做贡献时充满自信。

注重工作与生活结合

工作与生活平衡是过去的说法了；现在千禧一代对工作与生活结合更有兴趣，它意味着尽可能使职场与个人生活无缝对接。千禧一代正开始组建家庭、购置房屋，以及在全世界旅行。如果机会合适，他们更希望表现得在各种角色间切换自如。在完成工作、与团队成员合作以及沟通方面明确预期，偶尔也要敢于挑战工作上的既有设想。

工作时间里能跟团队一起好处很多，尤其是在培养公司文化和团队规范方面。不一定非要一周工作满40小时，早八晚五。可以挑战一下自己：是不是自动排除了工作时间以外做出漂亮活的可能性？可以试试看。每周抽出一天在家工作，可能你会被自己的工作效率惊讶到。

用热情感染他们

如果管理者放任自流，手下的千禧一代员工自然也会放松。要多谈谈对工作的热情，还有投入工作和有归属的感觉。多分享能直接影响千禧一代对公司的认同感。

有很多机会将自己的热情传递出去，点燃别人的热情。可以考虑开个小会，谈谈为什么你对即将讨论的项目感到兴奋，或是分享最近使用公司产品的心得。

确保公司里其他领导者也都能热情投入工作，为千禧一代做好榜样。他们是传达理念，推动公司文化形成的重要中介。可以在会议上直接抛出问题，例如；“苏，关于这项工作对公司发展的意义，你想法很棒，可以跟整个团队分享一下么？”记住，如果高层领导不讨论，新员工根本就不知道。

这些建议不仅能帮助千禧一代融入公司，额外的好处是任何年龄段的员工都能增加身为公司员工的归属感。记住这三点建议，就能营造关系更密切、也更投入工作的员工队伍，不分年龄，还能为公司的未来组建强大的人才库。（财富中文网）

译者：夏林

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 Julie Williamson, chief growth enabler with Karrikins Group and co-author of Matter: Move Beyond the Competition, Create More Value, and Become the Obvious Choice.

Millennials are increasingly responsible for companies’ budgets, staffing, and major decisions. Yet many still seem to struggle to feel like they belong at work. Helping them feel part of the company requires knowing not just how to onboard them into the general workforce, but how to onboard them into your particular workplace.

Millennials face the same challenges as any generation in a new work environment, such as learning a new professional language, navigating different personalities, and understanding reporting structures. But they also face the relatively new challenge of adapting to organizations that are in constant flux. Add to that the fact that millennials have generally grown up in more structured childhoods than any previous generation, and it is easy to understand why they have a hard time feeling like they fit in.

Here are three keys to creating an environment where millennials can grow and thrive:

Let them contribute in a meaningful way

Feeling like a part of something means being able to contribute in ways that have meaning and direct impact. Too often, we sideline new people with low visibility tasks when we should instead challenge them to make a difference. Encourage millennials to bring their previous experiences to bear on the challenges you face.

For example, you might ask them to compare and contrast their approach to a challenge at another company with your company’s method. Invite them to provide input on process improvements and structural changes. At the same time, give them access to opportunities to quickly learn and grow, so they feel confident in making contributions.

Focus on work-life integration

Work-life balance is a thing of the past; millennials are more interested in work-life integration, which means finding ways move between professional and personal responsibilities as seamlessly as possible. Millennials are starting families, buying houses, and traveling the world. When appropriate, they want to be able to show up virtually with relative ease. Provide clear boundaries in terms of expectations for completing work, collaborating with team members, and communication, and be willing to challenge your own assumptions regarding where the work is being done.

There is merit to having a team in one location during common work hours, especially to develop culture and team norms. It just might not need to be 40 hours a week, from 8 a.m. to 5 p.m. Challenge yourself: Are you automatically dismissing the possibility that people can do great work outside of the office? Try it yourself. You might be surprised by how much you get done working from home one day a week.

Infect them with your passion

If managers appear to be on autopilot, the millennials they manage will go there too. So talk about your personal passion for the company, and the ways in which you feel engaged and a part of something. Sharing that will have a direct impact on how millennials feel about the organization.

There are many opportunities to connect with your own passion and ignite it in others. Consider kicking off a meeting with a comment about why you are personally excited about the project you will be discussing, or sharing how you have recently used the products your company makes.

Make sure other leaders in your organization are modeling the engagement and passion you want to see from millennials. They’re the ones that convey the stories that shape your organizational culture. Consider asking them a direct question in a meeting, like: “Sue, you have a great perspective on why this work is so important to our growth. Would you mind sharing with the team?” Remember, if your senior leaders aren’t talking about it, your newer people don’t know about it.

While these tips are particularly applicable to helping millennials feel included, the added benefit is that they will make any generation feel more like a part of the organization. Keeping these three areas of focus in mind will help you to create a more connected and engaged workforce across generations, and build a powerful talent pool for your company’s future.