1.Millennials are known for their expertise in electronic devices. Use this expertise to encourage research, outreach, and connection with organizations you do business with, or would like to connect with on a professional basis. Putting a millennial employee in charge of this potential addition to your current professional outreach, will enhance the employee’s enjoyment of their work and will reward you with their enthusiasm and skill.

2.As a group of employees who have excelled in having numerous points of stimuli directed at them at any given point in time (think how many things are happening each moment on a video game), Millennials and Gen Z employees may be bored when placed at a task that requires sustained attention in one redundant task. Instead, provide short projects by breaking larger projects into smaller segments and assigning them separately. This will allow the employees to feel accomplished, much like older generations like marking items off written to-do lists.

3.Speaking of multiple stimuli, Millennials/Gen Z enjoy a variety of interests and want the freedom to enjoy them including travel, hobbies, family and friends, and work. Therefore, a flexible work schedule may enhance their feeling of autonomy – which is a vital part of their character.

4.Let’s just call this tip what it is – fun. Ignore the Millennial’s need for fun, and you will wonder what happened as you receive their letter of resignation. Find ways to incorporate fun projects into their work, set up job enhancing rewards such as team building through ropes courses or extra time off, and encourage laughter and a carefree work place. Work doesn’t need to be serious to be productive. Millennials have figured this balance out, so take cues from them and add some laughter – your whole workforce will benefit.

5.The team approach to work is where Millennials will flourish. However, it may not look like the Baby Boomer’s (1946-1964) or Generation X’s (1965-1981) version of a team approach. Lengthy brainstorming meetings are a thing of the past. Shorter, structured meetings where each individual feels a part of the process, listened to, and respected for the strengths/knowledge they bring to the meeting, are the most effective ways to stimulate effective participation.