Anne Krook, author of “Now What Do I Say?”: Practical Workplace Advice for Younger Women, explains how economic changes have prompted shifts in attitudes about company loyalty for Gen Y.

These attitudes challenge employers, who invest a lot of money every time they hire someone new. How can employers attract talented Millennials and convince them to stick around long enough to make the investment worth it?

Millennials are ambitious and eager for their careers to take off – when describing their ideal job, 72% of Gen Y say they are more likely to value opportunities for career advancement (compared to 52% and 64% of Boomers and Gen Xers, respectively). 72% also value the chance to learn new skills, whereas only 48% of Boomers and 62% Gen Xers prioritize that quality.

They have different needs from managers as well.

Millennials are more likely to say they want a manager who is friendly, provides a lot of feedback, and helps them advance their career than older generations.

Ideal Managers

Surprisingly, they are less likely to say they expect their manager to go to bat for them - Baby Boomers were most likely to value that quality in a manager.

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Lawrence Norman, Software Development Manager at Nuance Communications, Inc., explains the challenges and rewards of managing Millennials.