Regardless of the demographic everybody wants to be treated with respect, but how that respect is demonstrated shows up differently for different people.
For instance, the headlines for Millennials—that they’re not loyal, they aren’t patient, and don’t stay with organizations—just aren’t true. What we find is when a Millennial is working for a great place to work, they’re actually 25 times more likely to stay than Gen Xers and the Boomers. So how do you translate that into action? Through learning and development—and I’m not talking sitting in a class learning a technical skill. What they really want is feedback, exposure to new and different things, ways they can contribute to the business, and promotions based on their contribution rather than on their tenure.
When we look at best places to work for women, we’re seeing something different. Again, the headlines suggest you’ve got to have good work-life balance and great perks for parents. Sure, that’s important, but we find there are two important things for women: a sense of purpose and accessibility. If they are going to be spending time away from family, they want it to be meaningful. They want something that they can stand on to say, “This is my legacy and I’m extending it to you, as my family, in making this contribution.” Women also want to feel like they have reach and access to their leaders. If they don’t feel a sense of safety in connecting with their leaders, then they don’t feel like they’re heard.