As the largest generation, it’s not surprising that the quest to understand our millennial employees extends all the way to their festive food. In a recent study by restaurant booking platform, more than half of Brits aged 18-34 are turning down the turkey for something a little more modern!

It seems we have a lot to learn about Millennials: they’re passionate about company culture and have a new set of priorities and expectation (and festive favourites!). They’re also the driving force behind our growth – with organisation’s attracting millennials reaping the rewards in recruitment and retention.

So, in the festive spirit of giving, what do millennials really want?

Continuous learning journey

It’s more than just money for millennials. In a survey of more than a thousand millennials last year, two thirds said they’d rather have a job where they could continue to professionally develop than a regular pay rise.

Ongoing opportunities

The same number of millennials said they would also prioritise growth opportunities over money too. In fact, more than four in five highlighted their overwhelming preference to stay with one company.

Company culture

Flexible working continues to be a hot topic – with many organisations investing in new ways to help their employees work from home. But do young people really want to work from home? In an interesting statistic from Lloyd Bank, millennials value company culture more than money and would turn down a role if they didn’t like the culture. While flexible working is certainly something to celebrate, it’s moving in different ways for millennials who want to remain connected and integrated in the workforce.

Financial fitness

We already know millennials aren’t all about money but they are smart about it! From student loans to pensions and retirement, almost three quarters are thinking about their later years and managing their finances.

As the largest generation, spanning from 18 to 35 years old, millennials have many needs and priorities – with those entering higher education and the working world, but also considering their parenting years.

A single strategy to attract and retain the best talent won’t suit everyone. To maintain the talent strategy, it requires continuous review and evaluation to make sure we’re not sticking with traditional turkey but moving with the times…