How are you planning to engage millennial new hires in 2018? 🚀
To help leaders gain direct insights and prepare for the new hiring cycle, LearnMaxPro (Gnowbe) conducted a focus group asking millennials how they would want to be onboarded and how managers can bring out the best in them in a new job. Based on their feedback, here are 8 ways you should be engaging the next millennial in your company.

Excite them before Day 1: New hires are always hungry and eager to learn. As soon as the big contract is signed, capitalize on their enthusiasm and give them access to the knowledge they need for their role. Facilitate their understanding of your company’s culture, values, key processes, supervisors and peers in a fun and interactive way. This way, they stay excited and ready to perform from day one. 💪

Promote a continuous learning culture: Millennials want to feel supported and equipped not just for their role but for the future. However, the constraints and distractions of modern life can make learning a challenge. They disengage from long periods of plain reading, passive watching or listening to experts. 😴

Give millennials something worth their time. They want to play an active, participatory role in their learning, through asking questions, reflecting on the answers and sharing points of view with other learners. Provide them with a platform where their colleagues can join in and learn together. Learning is contagious. If others are learning, so will they.


Kill boring presentations and Go Mobile: Millennials find overused powerpoint presentations a bore. They want more efficient communication and access to data. Prolonged powerpoint presentations are huge red-flags. Quit boring these millennials and let them take charge of their onboarding! 🙅

Make use of simple technology to guide your new hires and facilitate the key interactions throughout the onboarding process to empower and continuously engage your new hires. 📱


Pair them with Champions: This is the common reason why new hires often feel disengaged – they feel that they are being left alone to sink or swim. Partner them with champions. 👑

It’s essential to pick out passionate individuals who are willing to guide through example and embody your organization’s culture. Rather than merely praising the new employees, champions are also more likely to give authentic and constructive feedback.


Celebrate small & big wins: While some new hires are ready to be challenged, others need a little more encouragement. Either way, all new hires are ready to start bringing something to the table. Allow them to own something. Give them a reason to show their passion and creativity. Give them a platform to shine and celebrate those key milestones with their team. Recognition motivates millennials to perform even better on that next project or challenging situation. 🎉 🎁


It’s about them: The onboarding process is like dating. If you want someone to be loyal to you, you have to be invested in them. A transactional relationship between manager and hires will not be enough to get the best of them. Make sure new hires are given a platform to express their goals. Their personal why and vision should be aligned with the overall team and company goals. ☝️


‘Survival’ Package: Give your new hires something tangible they can use to feel belonged, or to simply become ambassadors of the brand in the wider community. A personalized space including t-shirts, jackets, a coffee mug that represents your company will instill pride as they embark on their new journey. 🆘


Show them you’re listening: New hires often have an outsider perspective on the company. Don’t let that go to waste. Find a way to capture feedback from new hires throughout their onboarding and use this to improve company practices. Millennials love to feel like their inputs matter. 👂

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