There are an estimated 80 million young Americans who belong to the so-called millennial generation, roughly ages 18 to 35. By next year, they are expected to comprise 36% of the U.S. workforce, and by 2020, Millennials will be nearly half of all workers. They are very diverse, upwardly mobile and multi talented. They change jobs sometimes faster than their resume can keep up. This leaves a piquant situation for employers who get frustrated with losing talent, dealing with hiring costs and not to mention disruption to their day-to-day operations.

There are multiple ways to deal with Millennials and gain their loyalty and help decrease your attrition levels. There is absolute need to explain your company’s vision and mission. Helping them understand their role in a larger picture gives them a clearer sense of purpose.

Given them the freedom to freelance on their pet projects is another avenue its okay to use your companys resources and time and material to help satisfy their desire for social endeavors. They care about society in general. My own examples from my team members range from participating going green program, helping local schools, feeding the poor and needy, building homes alongside Habitat for Humanity are just a few examples. The new wave of silicon valley firms have caught this much early. Companies like Yahoo, Google, Linked in have had success offering employees time to work on a project of their choosing, helping them feel more engaged and in control and also boosting innovation within the company. “This allows young employees to take initiative, be creative and produce something on their own.”

Be flexible with them, they like being on their own independent but are sincere so it okay to relax a bit and go their way be it to work from home or remotely or taking vacation or early time off. They often make up for that time lost in other ways.

A comprehensive study by the Pew Research Center in 2010 found that Millennials place a higher priority on helping people in need (21%) than having a high-paying career (15%). they care about.” According to a 2012 survey by staffing agency Adecco 68% of recent graduates identified good opportunities for growth and development as one of their top professional priorities. Assigning stretch projects, bringing in speakers or sending employees to leadership conferences will be especially helpful for those millennial workers interested in learning and growing their skills.

Encourage them regularly, say thank you, take them for lunch, coffee breaks and see the difference it creates in them to feel motivated and the efficiency levels goes up. They feel bored quickly, they don’t like doing the same thing again – I tell them to automate, transition to other members of the team or outsource if they don’t want to do the same things again and again