Pub. 11 2016-2017 Issue 6

March/April 2017 17 Extraordinary Service for Extraordinary Members. Keeping in mind that all employees have different wants and needs, here are a few recruitment and retention strategies to try: Offer work-life balance. Millennials, as well as other genera- tions working today, value work-life balance. Technology frees employees to work productively from anywhere, anytime. This doesn’t mean employees aren’t working hard; they may just be working more efficiently. They may prefer to get the work done quickly, then put it behind them and focus on life. Where applicable, consider telecommuting, flexible hours, and more vacation days. As part of your recruiting strategy, highlight your company’s focus on work-life balance. This is certainly more challenging within the banking environment where customer-facing roles require on-site presence; however, thinking outside the box regarding flexibility will pay dividends in retention. Provide feedback. While it may seem that Millennials need endless praise and recognition, what they are really looking for is regu- lar feedback and information. This desire isn’t limited to Millennials, but Millennials are especially accustomed to instant communication and infor- mation sharing through technology, so an annual performance review isn’t enough. Employees want to know what their career path looks like, whether they are on track, and what they need to do to reach their goals. Best practice now suggests quarterly reviews—a per- fect fit for the achievement-oriented next generation! Utilize and develop employees’ skills. To engage and retain employees, leverage their strengths. According to research by Gallup, employees who use their strengths every day are six times more likely to be engaged in their work. And, you don’t need an assess- ment to determine those strengths. They will be revealed if you listen and observe your people. Give employees responsibility and challenges, which will help them develop their skills and prepare for a future leadership role. Then watch them rise up to be at their best. The structure of the banking indus- try layers on challenges when it comes to retaining the new generation of employees. Playing to their strengths, their needs, and their lifestyles will move you in a positive direction with regard to attracting and retaining the best.  For more information or any questions, please contact Gini Collins, CEO of SOLVE Consulting LLC, at gini@solve.hr .