3. The job you are offering a millennial has to be cool enough for social media.
Your company's social media presence is less important than the social media fodder your company provides its millennials. It's part of being motivated by external or societal factors. Millennials share on social media—it is basically their quest for bragging rights. So measure your company's brag factor. If our millennials cannot post weekly to their social media connections a concrete example demonstrating how they have the coolest job in the world, then we are not doing our job. Sometimes it's not just about what millennials actually want and enjoy, but what they feel will play well on social media.
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For example, many pet shelters will bring adorable, adoptable puppies to your workplace for an hour. The employees will love to play with the pups, and perhaps one will adopt a permanent pet. Millennials will post photos to their friends of the cutest creatures that "just showed up to work" and receive accolades, likes and, of course, the most coveted comment of all, "Dude, you have the best job!"
4. Millennials are more Tigger than Eeyore.
Social networking has taught us happiness is contagious. Hanging with happy people not only improves most millennials' happiness but also makes the entire team more productive, as demonstrated by the studies performed by renowned industrial psychologist Peter Totterdell on team dynamics, proving that happier teams produce better overall performance.
Millennials have a more optimistic outlook on life. They skew more Tigger than Eeyore, willing to take more chances and bet on themselves. For example, they respond well to stock options and incentive compensation. Give them clear objectives and then get out of their way. It is not that they are less motivated at work; it just may seem that way with cohorts stuck in conventional compensation and archaic company cultures.