IBM Systems Magazine, Mainframe - November/December 2017 - 31
a computer science club and
taking on leadership roles.
Organizations have also found
qualified employees by looking
outside typical engineering and
computer science majors, Schroeder says. For example, a new IBM
hire had a degree in music.
One proven strategy for training new hires is to assign them
mentors to foster a supportive environment and help plan a career
path. "Be sure that the mentor is
someone who's willing to share
his or her experience, is a positive
influence and role model, speaks
favorably about the company, is
patient and helps the new hire
along," Schroeder says.
Day-to-day technical mentors
help new employees learn their
jobs and enable a knowledge transfer, she notes.
Separate career mentors are also helpful. They
provide career guidance, company insights and constructive feedback to help obtain career goals.
Another strategy Schroeder recommends is
ensuring team members are routinely in the office
for face-to-face interactions. Millennials enjoy
working together, so organizations must provide a
Enable millennials to build their professional
networks and technical skills by sending them to
conferences, mainframe meetings, trade shows and
other events, she advises. They can learn valuable
information, be exposed to subject matter experts,
meet other mainframe recent hires and become more
engaged and energized employees.
Finally, when it comes to training, think "hands-on."
Millennials tell Schroeder that hands-on training is
the most effective method of learning. "They learn
more quickly when they get their hands dirty, make
mistakes and then learn from them," she notes. "Get
them on a project right away. Integrate them into the
team, include them in meetings, and actively engage
them on a project. They'll welcome
the opportunity and appreciate the
ownership and impact they will
have on the team."
Retaining New Talent
Want to make a millennial happy
in the job? Provide a work-life
balance. While millennials work
hard and put in the extra hours
to get the job done, they also
value their free time. Therefore,
routinely working 60-hour weeks
is a deal breaker for many of
them. Provide a flexible work
schedule and they will be very
happy, Schroeder says.
Feeling secure in the job is also
important. During her recent hire
panel discussions, Schroeder
heard from several millennials
who are interested in job security. They've seen layoffs in the
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ibmsystemsmag.com NOVEMBER/DECEMBER 2017 // 31