Each generation is see is a trailblazer, challenging past standards and working outside of the normal perimeters of those preceding them. The millennial generation is no exception. Members of the baby boomer generation have been overheard saying, “this younger generation lacks work ethic,” or “young people today are lazy, entitled and lack direction or focus.” You, too, have probably heard phrases like this before. Regardless, the millennial generation is a force that will form our world for years to come. Therefore, perhaps the best use of time is to find ways to capitalize on the strengths of this younger generation.

Millennials are currently 18 to 34 years of age. By 2020, millennials will represent 50 percent of the workforce and up to 75 percent by 2025. Whether you are a family business in transition or a cooperative involved in strategic planning, a millennial strategy is not just an option, but also a requirement for future success.

In order to formulate an effective strategy for millennial inclusion, one needs to ascertain what motivates this generation. The results referenced below come from a group of banking schools where I lectured and facilitated group discussion. Participants had “clickers” that provided anonymous results and individual engagement. While these results are not scientific, they do provide some real world, interesting insights.

According to participant feedback, the number one motivator for the millennial generation is flextime. Their concern is maximum productivity, not punching the time clock. Also high on the priority list is work to life balance. This group of young individuals has a desire to ‘work to live’ rather than the preceding generation who often ‘lived to work.’

Another valued attribute is work culture. Millennials want to make a difference through their work and their life. They seek tasks and projects that are meaningful to them as well as others. When considering employment for millennials, internships or “test drives” can be extremely helpful. As a parent, seek opportunities to introduce your children to varied work cultures that may help them assess which attributes are most fulfilling for them.

Salary and benefits are important as well. As a potential employer, provide details about each benefit offered and assign each a dollar value. This allows for better comparison between job offers. Additionally, millennials value feedback. Growing up with technology, gaming and quick information, millennials expect and depend upon communicative performance evaluation. However, exercise caution in offering feedback as sometimes, millennials are not immediately receptive to negative feedback. They may request specifics or details during an evaluation, particularly, if there are negative comments. Ultimately, this can be a good attribute through which to learn and improve, but in the short-term, it may involve a process.

Wow! People are important to the success of any business. Chances are, your future success will depend on one or more members of the millennial generation. In your business, be open to change and willing to utilize the varied talents this generation offers. Attracting and retaining efficient, effective and productive individuals is critical for any successful, sustainable agricultural business today.