How to Motivate and Retain Millennial Employees

by | Jul 24, 2018

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This article was originally published in 2018 and updated in 2025 to keep our readers up-to-date with the latest in organisational performance and team dynamics. 

Millennials, once the disruptors, are now the driving force behind today’s workplaces. They’re shaping organisational cultures, driving innovation, and working alongside Gen Z to redefine success at work. For businesses, figuring out how to attract and retain millennial employees isn’t just helpful—it’s critical to staying competitive.

Born between 1981 and 1996, millennials now make up nearly 75% of the global workforce, according to the Future of Jobs Report 2023. This dominant presence presents both challenges and opportunities for businesses who want to engage this purpose-driven demographic.

So, what makes millennials tick? They’re looking for more than just a job. Millennials seek workplaces that prioritise inclusiveness, foster equity, and actively contribute to a sustainable future—values highlighted in the World Economic Forum’s Future of Growth Report 2024.

By focusing on these priorities, businesses can create workplaces where millennial employees not only excel but also contribute to long-term innovation and success.

What motivates millennial employees today?

Professional development has always been central to keeping millennial employees engaged. But as workplaces continue to evolve with hybrid models and rapid technological advancements, what drives this generation is also changing:

  • Lifelong learning: Millennials are committed to continuous upskilling. They want to stay competitive in a fast-changing world, through digital literacy, leadership training, or adaptability. Professional development programs that equip them for an AI-driven workplace, are particularly appealing (Deloitte’s 2024 Gen Z and Millennial Survey).
  • Leadership and social impact: Millennials are driven by purpose. They look for roles where they can make a tangible difference in areas like climate action and social justice. The Deloitte survey highlights that millennials expect their employers to take meaningful steps toward sustainability and DEI (Diversity, Equity, and Inclusion). 
  • Flexibility and autonomy: Flexibility remains a top priority for millennials, but they also seek personalised career paths that balance professional growth with personal priorities. Development programs tailored to their individual goals and aspirations are highly valued. When they feel supported, they’re less likely to jump ship.
  • Values-driven workplaces: Millennials want to work for organisations that align with their ethics and beliefs. According to Deloitte, they’re more likely to turn down jobs or assignments if they feel a disconnect in values. Building a purpose-driven workplace culture is essential for fostering long-term commitment and loyalty.

LinkedIn’s 2024 Workplace Learning Report notes that companies offering robust professional development not only meet these evolving expectations but also see stronger retention rates and greater employee satisfaction. By addressing these motivators, businesses can better engage millennials and create a resilient workforce for the future.

How to deal with “entitled” millennial employees

Dealing with millennial employees who may seem entitled is less about managing attitudes and more about understanding their expectations. This generation grew up in an era that emphasised individuality, achievement, and recognition, so it’s natural for them to expect meaningful roles and opportunities for growth.

To address this, start by aligning their personal aspirations with your organisation’s goals. Clear communication, regular feedback, and structured development programs can transform entitlement into engagement. 

The importance of professional development for millennial employees

Supporting millennial employees’ growth and career aspirations can transform your organisation in three powerful ways:

  1. Boost retention and productivity: Millennials want to grow and succeed in their roles. When they feel supported by strong learning and development programs, they’re less likely to jump ship. A culture of learning fosters loyalty, engagement, and better performance across the board.
  2. Drive innovation and collaboration: Millennials bring creativity and fresh ideas to the table. Programs that engage diverse thinking and  Whole Brain® Thinking unlock innovative solutions, sharpen problem-solving skills, and improve teamwork.
  3. Align with DEI and ESG goals: Millennials are deeply values-driven and expect their employers to share those values. Professional development initiatives that prioritise diversity, equity, inclusion (DEI), and sustainability (ESG) not only attract millennial employees but also enhance your organisation’s reputation.

Investing in professional development isn’t just about meeting expectations—it’s about preparing your workforce for the future and building a thriving, innovative business for the long term.

Designing learning programs that engage millennial employees

Designing effective training programs means understanding the diverse preferences and motivations of millennial employees. The Whole Brain® Thinking model provides a practical framework for creating programs that truly resonate with this generation.

Gauge employee interests: Millennials crave personalised learning experiences. Start by finding out what they actually want to learn. Use surveys or real-time feedback tools to identify the skills and knowledge areas your employees are most eager to develop. Collaborative planning encourages active participation and gives employees ownership over their professional growth—a win-win for everyone.

One size does not fit all: When it comes to training, leverage Whole Brain® Thinking to understand what motivates certain people, and how we can help them do their best work.

The HBDI® is based on the Whole Brain® Model, a metaphor for how people tend to use their brains and how their thinking works. In the Whole Brain® Model, thinking falls into four preferences of equal importance that everyone can access:

  • Upper Left (Blue A Quadrant) specialises in logical, analytical, quantitative, fact-based thinking.
  • Lower Left (Green B Quadrant) focuses on details and specialises in planning, organising, and sequencing information.
  • Lower Right (Red C Quadrant) places a priority on feelings and the interpersonal, emotional and kinesthetic aspects of a situation.
  • Upper Right (Yellow D Quadrant) synthesises and integrates information and is more intuitive and holistic in its thinking.

Whole Brain® Thinking Model

The four-colour quadrant graphic and Whole Brain® are registered trademarks of Herrmann Global, LLC. ©2021 Herrmann Global, LLC

To make learning stick, your programs should engage all four thinking quadrants: analytical, practical, relational, and experimental. 

For example:

  • Use data and case studies for analytical learners.
  • Provide step-by-step processes for practical learners.
  • Foster collaboration and emotional connections for relational learners.
  • Incorporate creative brainstorming for experimental learners.

Herrmann’s methodology ensures your training programs are inclusive, effective, and tailored to the unique needs of a diverse workforce.

Connect learning to action: The best training programs don’t just teach—they empower all employees to apply new knowledge in meaningful ways. 

To make this happen:

  • Build action plans with clear goals on how employees can use their training in day-to-day tasks.
  • Schedule follow-ups to review progress and address challenges.

By creating learning and development programs that are engaging, personalised, and actionable, you’re not just training millennial employees—you’re setting them up for success while building a workforce that’s ready for the future.

Build resilience with cognitive diversity

Organisations that embrace cognitive diversity are better equipped to thrive in today’s fast-paced, tech-driven world. 

Herrmann’s Whole Brain® Thinking model helps businesses:

  • Foster creativity and innovation by leveraging diverse perspectives.
  • Build resilient teams capable of navigating complexity and change.
  • Enhance collaboration across departments and roles.

By designing training programs with these principles in mind, businesses not only ensure their workforce is prepared for change but also create a culture of continuous growth and adaptability.

Key takeaways

In 2025, professional development is no longer a nice-to-have but a business imperative for organisations seeking to attract, motivate, and retain millennial employees. The millennial hunger for growth benefits everyone, driving productivity, innovation, and engagement across the workforce. By leveraging tools like Whole Brain® Thinking, organisations can craft training programs that resonate with diverse learners and deliver measurable results.

Curious to see how to transform your workplace with your millennial workforce? Reach out to Herrmann today to design brain-based, inclusive training programs tailored to their unique needs.

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