#4 – Recognize and reward them how they need and want.
Millennials, and even more so with Gen Z, want instant gratification and more frequent recognition. They want to be recognized for their efforts and may even feel they need it to keep working hard or working at all. Make it a priority to recognize them as individuals on a regular basis – this could even just be sending them a sincere text or pulling them aside after a meeting.
In addition to regular recognition, offer flexibility and consistency when possible. Caregiver scheduling isn’t easy, but try and communicate what opportunities there are for them early on. Prioritize their scheduling needs and do your best to find clients that would best suit their personalities and schedules.
Encourage your office staff to stay in regular communication with your caregivers so they feel more social involvement. These younger generations are social creatures and they want to thrive socially. Find ways to help your office staff build relationships with your caregivers through open communication and support.
Most importantly, build a culture inside of your agency that millennial and gen z caregivers would want to work at.
Ryan Walsh, CEO at RepVue, summarizes company culture best by saying, “Culture is not 4 ping pong or foosball tables. Culture is not a slide in the office. Culture is not awesome coffee and snacks (for free). Those are perks, and there’s nothing wrong with them, but perks don’t drive culture and it’s not the same thing. Culture is being empowered to make decisions. Culture is a large part of the team hitting quota. Culture is a compensation plan that’s truly motivating. Culture is transparency from leadership.”
Assess your company perks and your company culture. Make sure you’re not lumping the two together and calling it culture. Define both separately and make sure they both offer what your staff wants.