5 Employment Myths About Millennials Every Employer Should Know

David Rook

Already, the millennial generation is beginning to shape the workplace. According to the US Bureau of Labor Statistics, millennials form 25% of the today’s workforce, and by 2030, they will occupy 75%.

Millennials' attitudes towards work, their vast knowledge in technologies, and their strong career aspirations will determine the culture of the 21st century workplace. Therefore, this generation is not only different but also a very crucial engine that will steer the world economy in the coming decades.

A lot is said about these “digital natives,” but much of it is conjecture. Mostly, what is said about millennials is said through the biased lenses of Baby Boomers and Gen Xers. Employers need to shed this narrow thinking and separate the facts from myths about this demographic.

Here are the five most common employment myths about millennials you need to get right.

Myth 1: Millennials want constant acclamation.

Millennials are said to crave positive reinforcement and tend to think that everyone in the team “deserves a trophy.” However, a study by IBM showed that this is just a misconception. The study found that millennials value feedback and a fair manager who recognizes their accomplishments.

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Topics: Employee Engagement, millennials, segmentation

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4 Important Things Employers Should Know About Generation Z

David Rook

Hot on the heels of Millennials, the new wave of talent is known as "Generation Z". Born in a globally accessible society, from 1993 onward, this generation has never seen the world without the internet. Among the 2 billion worldwide, 60 million nationally have grown up technologically savvy.  Though the majority of them are now either in high school or attending universities, there are some that are beginning to enter the workforce.

Just like previous generations, Generation Z will also have distinguished characteristics for which employers will need to prepare. So what exactly should employers expect from the next generation of the workforce? Here are the most overarching features of Gen Z that HR professionals should know about:

1. They prefer digital communication and a steady stream of information.

Gen Z are visual learners and have grown up with an iPad or a smartphone in their hands. Digital communication has been their way of life, and workplaces where communication is hushed may be unfavorable to them. They are socially responsible and connected with their peers around the world via social media; their communication is often done on social networks or through text messages, not email. Organizations need to shift from the traditional ways of communication, such as memos and emails, to accommodate the Gen Z workforce.

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Topics: Employee Engagement, segmentation, generation z, employee culture

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Employee Benefits to Recruit and Retain a Native American Workforce

David Rook

Do a Google search for recruitment and retention strategies for the Native American workforce, and you'll quickly find your research comes up short. Making up less than two percent of the workforce, this overlooked demographic suffers from unemployment rates double that of national averages.

According to U.S. News and World Report, their labor force participation rate is 61.6 percent, the lowest for all race groups. However, the reality is that Native Americans not only provide a larger workforce pool in the areas where populations are concentrated, but they bring a unique diversity unparalleled by any other group.

Many have learned to balance their tribal world with American culture. Those seeking higher education are often first in their family to do so, displaying a determination and work ethnic that would be an asset to any organization.

How can you successfully recruit and retain top Native American candidates? Below are three important employee benefit considerations for the Native American workforce.

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Topics: segmentation, Recruiting, Retention, Multi-Cultural

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Important Employee Benefit Considerations for Your Hispanic Workforce

David Rook



The face of the American workforce is changing. Thanks to comparatively higher fertility rates and increased immigration, Hispanics have nearly doubled their representation in the labor force over the past fifteen years. By 2050, Hispanics are predicted to make up as much as 30 percent of the American workforce. That means it's more critical than ever before that employers pay attention to the needs of their Hispanic employees when crafting their employee benefits packages. 

Better alignment between your benefits and your Hispanic workforce doesn't just benefit them; 63% of Latino employees give serious consideration to their benefits package when rating their job satisfaction. And as goes job satisfaction, so goes recruitment, retention, and employee engagement. By providing all your employees with a satisfactory benefits package, you can help ensure that your business runs at peak efficiency.

So does your industry employ a large percentage of Hispanic workers? Here are several ideas for improving your approach to benefits with this key demographic. 

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Topics: Employee Benefits, segmentation, Hispanic workforce

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Benefits That Matter Most, Part Three: The Multi-Cultural Workforce

David Rook

Benefits That Matter Most, Part Three: The Multi-Cultural Workforce

Hispanics now account for 16 percent of the total American workforce. That figure is expected to more than double by 2050, and doesn’t even take into account workforce statistics from other cultures. Such diversity in culture can bring about challenges when it comes to employee benefits planning.

Welcome to Part Three of our blog series, “Benefits That Matter Most.” In Part One, we discussed the needs and priorities of Millennials in the workplace. Part Two explored the issues that face employers with a Multi-Generational workforce. In Part Three, we will address the impact of Multi-Cultural workforces on employee benefits.

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Topics: Employee Benefits, segmentation

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Benefits That Matter Most, Part Two: The Multi-Generational Workforce

David Rook

Benefits That Matter Most, Part Two: The Multi-Generational Workforce

For the first time ever, employers find themselves with four generations of employees working side-by-side. Such diversity in age in the workforce, which drives different needs and attitudes, can bring about challenges when it comes to employee benefits planning.

Welcome to Part Two of our blog series “Benefits That Matter Most." While Part One focused on Millennials, here we’ll focus on the impact of employing a workforce whose ages span multiple generations. What is the impact of multi-generational workforces on employee benefits? What special challenges do employers face with a multi-generational workforce, and how can employers meet the varying needs of their employees in such an environment?

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Topics: Employee Benefits, segmentation

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Benefits That Matter Most, Part One: The Millennial Mindset

David Rook

Benefits That Matter Most, Part One: The Millennial Mindset

This is the first of our new 3-part blog series, “Benefits That Matter Most.” This series will examine ways to tailor benefits packages to appeal to several diverse groups of employees. In Part One, we’ll explore how millennials are changing the way benefit packages are designed in the workplace. Part Two will discuss the unique challenges of crafting a benefits package to appeal to a multi-generational workforce, while Part Three will focus on benefits that appeal to a multi-cultural workforce.


The Millennial Challenge

There can be no doubt that the benefits landscape is changing with the wave of millennials now joining the workforce. Traditional benefits packages typically do not address all the points that millennials are looking for as they enter the job market. Attracting top talent from the millennial generation requires a more creative approach.
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Topics: Employee Benefits, millennials, segmentation

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