Over half of Millennials say they have been disappointed by a lack of personal development training when starting a new job, according to a new research by one of the world’s leading specialist recruitment consultancies.
The Robert Walters Generations in the Workplace white paper surveyed 302 hiring manager and 228 employees across the UK about their working habits of Millennial (born 1980-1999) professionals and revealed that that opportunities for rapid career progression is a top priority in their careers.
Sally Martin, Director at Robert Walters commented: “Many Millennial professionals entered the workforce during the height of the recession. As a result, they have found their careers slow to take off, remaining in less senior roles. Now that circumstances are improving there is an emphasis on rapid progression among these professionals.”
The research, which surveyed employers and professionals from a range of fields and regions, revealed that this desire for career progression is central to attracting and retaining Millennial employees, as well as keeping them engaged in their role. Just 15 per cent believed that personalised training programmes were a priority for keeping employees engaged.
“Career progression is a high priority for Millennials and they expect their employer to support them in this. In addition to pay and benefits Millennial professionals expect their employer to be able to outline how their career with the company can develop and specific skills and experience their employer can help them attain.
The research also revealed that Millennial’s value regular formal feedback from their employer every one to three months, but only 38 per cent of respondents reported that they only actually received feedback once a year, or even less frequently.
Martin said: “While Millennial’s desire for frequent feedback may be seen as a desire for constant affirmation, this may have more to do with a generational divide on how ‘formal’ workplace conversations need to be.
“For Millennials, feedback from their manager doesn’t need to be a formal review session; a casual conversation on their progress and areas where they are performing well or need to improve is often far more valuable to them.”