Mainebiz

W W W. M A I N E B I Z . B I Z 21 D E C E M B E R 1 0 , 2 0 1 8 F O C U S H R / R E C R U I T M E N T the industry and about your commu- nity engagement.' It's insightful. But at the outset of their career, it can be interpreted as impatience." Hasson's interests pretty much exemplify what millennials seek in the workplace, say business leaders. "Money isn't a motivator," says a WEX manager, Rebecca Mills, who is Hasson's mentor. "Instead, they'll ask, 'How can I contribute to the overall goal at WEX?' I also think they are very aware of what they like and don't like. ey are less inclined to go along with something because they need the job, which I admire." At Dead River Co., Tracy ibodeaux, the HR director, says millennials are unlikely to feel limited by their roles in the company. "ey're going to give you their ideas or thoughts," she says. "ey're more interested in fast-track career- pathing, volunteerism, seeking out projects that might not be their par- ticular role – 'Hey, can I run that? Can I start up that group?' It's refreshing." What informs this outlook? "We've created a trajectory in our minds of where we want to be, and we want an organization that fosters that," says Amelia Burnes, a millennial who is a business analyst in Dead River's information technology division. "It's as much a learning experience as it is a job." Other generations might see mil- lennials as being unmotivated or lack- ing career drive, says Burnes. "But I think millennials are trying to be creative and innovative in the way we work," she says. "We're prioritizing outside interests as much as work inter- est. ere needs to be a balance and an understanding that times have changed. Still, the fresh approach can cause problems for employers, says Kimberly Jones, a University of Maine Presque Isle faculty member and director of Employer U, the professional develop- ment division. She regularly asks millen- nial students and area employers what they want from each other. Millennials want career progression, empowerment and to be accepted for who they are. "ey say, 'It doesn't matter if we have purple hair or a nose ring: Just value our skills and our knowledge,'" Jones says, adding that millennials tend to be more "fluid" about class assignments and deadlines compared with older students. In turn, she says, employers say they have problems finding employees with basic professionalism skills, like showing up on time, dressing appropriately and communicating effectively. In response, she says, Employer U is developing workshops and classes focused on skills like time management and communi- cation and professional demeanor; and employers are offering mentorships. New manager strategies Employers are responding to the chang- ing workplace in other ways. At Dead River, help wanted postings are more likely to be on social media. "You have to meet millennials where they are," says ibodeaux. In interviews, the home-heating oil pro- vider also communicates benefits and what's expected. "We've done a lot of work on our employment brand so they understand who we are in total, so it's not just a job or a wage." "We've changed how we promote ourselves," says Tyler Technologies HR Director Liz Rensenbrink. "We're more likely to talk about things we do with the community to make our- selves an interesting place to work." At WEX, Mills says the millennial tendency to ask questions demands new managerial strategies. "With older groups, if I ask Co-Worker A, 'Would you do this with- out thought?' the answer is usually, 'Yes,'" Mills says. "e millennial will ask, 'Why?' If the middle managers aren't prepared for that, there's a tendency to say, 'You don't need to know why. Just get the task done.' I welcome [the question], but I can see where it's important to manage that, to say, 'Sometimes it's okay to ask why and other times you have to know when to do something and trust the company or the leadership.'" Laurie Schreiber, Mainebiz senior writer, can be reached at lschreiber @ mainebiz.biz PORTLAND 207. 482.7920 | AUBURN 207. 791.2110 | NorwaySavings.bank these are my people I N V E S T M E N T M A N A G E M E N T T R U S T S E R V I C E S F I N A N C I A L A D V I C E E S TAT E P L A N N I N G • Not FDIC Insured • No Bank Guarantee • May Lose Value N O R WAY S AV I N G S A S S E T M A N AG E M E N T G R O U P As fiduciaries, we act with only your best interest in mind. With older groups, if I ask Co-Worker A, 'Would you do this without thought?' the answer is usually, 'Yes.' The millennial will ask, 'Why?' If the middle managers aren't prepared for that, there's a tendency to say, 'You don't need to know why. Just get the task done.' — Rebecca Mills WEX Inc.

• Cover