An Analysis of Motivation Techniques for Millennial Employees

This essay delves into the crucial topic of motivating millennial employees in the workplace, highlighting various techniques to boost their engagement and productivity. The essay discusses several key strategies, including the importance of providing opportunities for growth and promotion, offering regular feedback to enhance performance, and implementing flexible work arrangements to improve work-life balance. It also emphasizes the significance of providing training and professional development opportunities to help employees enhance their skills. Furthermore, the essay explores the impact of fulfilling basic needs, such as providing appropriate salaries and wages, and the benefits of flexible rules and regulations to foster a more open and communicative work environment. The conclusion emphasizes that a motivated millennial workforce is essential for organizational growth and success. The essay references several academic sources to support its arguments.

Motivation

MOTIVATION 1
Motivation for Millennial
Motivation is an important factor behind the success of an individual. This essay is
focusing on the motivation for millennial in the workplace. In this essay, different techniques
are explained which are used by the millennial in order to keep them motivated.
Techniques to motivate the Millennial
Opportunity Growth
Seeking an opportunity growth is an essential technique of motivation. Millennial
always take care of their career and always seek the best opportunity for them. In this case,
big opportunity or promotion attracts the employee to give their best in their job (Herzberg,
2017). For example- Many organisations promote the employees on the basis of their
performance. Thus, every employee is motivated to give his best in his work.
Feedback
Millennial always wants the feedback to enhance their performance. Feedback is a
source of motivation for the millennial. By giving them regular feedback and appreciating
them generates the interest of the employee towards the work. In the Feedback of an
employee, his strength and weakness are discussed from which employees gets motivated and
improve their weakness (Child, 2015). For example- Many organisations appoint team leader
who gives the feedback to the employee and appreciate them which helps the millennial to
get motivated towards the work.
Offer more flexibility

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Work-life balance helps the employer to motivate the millennial employees. With the
emerging technology, the employee wants to work anytime anywhere with the high speed of
internet connection. Providing the desk and internet is not sufficient for this generation of
employee. Flexible scheduling, occasional telecommunicating and holidays help the company
to motivate the employees (Sholarin, 2016). More facilities attract the employees towards the
activities of the company. Work-life balance helps to maintain their real life with the office
work (Miner, 2015). For example- Organisations provide the Casual leaves and sick leaves,
so that the employee can take rest and give time to their family. These facilities motivate the
employee towards the organisational activities.
Provide Training and Professional Development
Millennial employees always seek for the development; training and development
help the employee to understand the work more appropriately. It has been seen that, if a
person understands the work completely then he gets motivated towards the work. By giving
the training the personality of a person will also develop which attracts the millennial
employee. Training and development are helpful for those millennial workers who want to
learn and grow their skills (Reeve, 2014). For example- Organisations always provide the
training and development to fresher’s so that they can understand the work or give their best
in their work.
Basic Needs and wages
The company can motivate the employee by fulfilling its basic needs. Basic needs are
essential for the millennial after fulfilling the basic needs millennial looks forward towards
the organisation activities. Basic salary and wages help to motivate the millennial at every
point. The company has to provide the appropriate amount of salary and wages to the
employee so that their hunger for the money is also raised which raise the interest of the

MOTIVATION 1
employee towards the work. Salary and wages fulfil the basic needs of the employee like
food, clothes and others. Providing the salary and wages at the appropriate time also
motivates the employee towards the organisation activities (Miner, 2015). For example-
Every organisation provides the salary to employees in order to attract them towards the
activities of the company.
Flexible rules and regulation
Millennial employees always want freedom; flexible rules and regulation motivate the
employee towards the work. In any emergency, if an employee wants to communicate with
the higher level; it should not be necessary for the employees to follow the hierarchy (Najjar
and Fares, 2017). The rules and regulations should be flexible for the employees so that they
can freely do their work. For example- In the real life, many organisations follow the
hierarchy to maintain the decorum in the workplace but the quality of work of the employee
is poor. On the other hand, some organisations follow the hierarchy but not too strictly, so the
employee can communicate their problems and complaints with the higher level. Listening to
complaints and problems motivate the employee towards the work. Thus, it reflects in the
quality of work of the employee (Najjar and Fares, 2017).
Conclusion
From the above analysis, it has been concluded that motivation for millennial is
necessary for the growth of the organisation. Motivated employee performs their best towards
the organisational activities. Fulfilling their basic needs and providing them more facilities
helps to motivate the millennial towards their work. A motivated employee is a source of
higher growth of the organisation.

MOTIVATION 1
References
Child, J. (2015) Organization: contemporary principles and practice. US: John Wiley &
Sons.
Herzberg, F. (2017) Motivation to work. Oxon: Routledge.
Sholarin, M. A. (2016) Effect of Motivation on Personnel Performance in the Workplace.
Journal of Human Resource Management, 4(5), pp. 61-64.
Reeve, J. (2014) Understanding motivation and emotion. US: John Wiley & Sons.
Miner, J. B. (2015) Organizational behavior 1: Essential theories of motivation and
leadership. Oxon: Routledge.
Najjar, D. and Fares, P. (2017) Managerial Motivational Practices and Motivational
Differences between Blue-and White-Collar Employees: Application of Maslow's Theory.
International Journal of Innovation, Management and Technology, 8(2), p. 81.