Travis Robertson

Oh…YouTube…and Digg…and Facebook…and anything else that lets me vote. Thank you for teaching us a valuable lesson about Millennials and how to understand my generation.

If you manage or work with Millennials, take a second to look at all of the sites where Millennials spend so much of their time and ask yourself one thing: “Why do they all have some sort of voting or ‘like’ feature?”

If you want to attract and retain Millennials, you are going to have to overhaul your company’s culture. Let me just spoil the surprise: almost everything you’re doing right now is repelling them.

When polled, Millennials consistently respond that fiscal motivators don’t matter to them once their basic needs are met. Instead, they place three things above monetary rewards as the most important part of their job.

Yesterday’s post spawned some great discussion in the comments thread. Thank you to those who are contributing to the conversation!

We’re going to jump into the meat today and begin examining how companies can attract, hire and retain Millennial employees.

Ah, summer! The time of year when enterprising college students take a break from academia and venture tepidly into the real world. Not the MTV reality show version (though some do). I’m talking about internships – free, grunt work labor in the hopes of making connections and gaining a little bit of experience along the way. Unpaid interns present interesting opportunities and potential challenges for companies when not incentivized in any way other than pure learning (or “opportunity” as we call it).