Why Idealist Employees Are the Future of Your Company

With the great resignation still in high gear, hiring and quitting are even more complicated than ever. Employee retention in the post-COVID world remains a mystery to many recruiters, and job-seekers feel misunderstood and unheard by companies that they think are stuck in the past. What’s the main disconnect between these two groups – and how do companies recalibrate to attract and retain the talent they so desperately need? McKinsey’s newest report explains why: idealist employees are the way of the future while traditionalist employment is still the more prevalent structure that organizations use.

What is an idealist employee?

McKinsey defines idealist employees as those between the ages of 18 to 24 who are either part-time or full-time workers looking for a future of new work that bucks “traditional” rules. Like optimists, they believe that work can be a place where their needs are fulfilled. These workers don’t have mortgages or dependents, and their pay is lower than other types of employees. But compensation isn’t high on their priority list – instead, they prefer roles with flexibility, meaning, support, and career advancement.

Why are idealist employees so great?

Idealist employees are a great addition to the workforce for a number of reasons. They offer new insights and perspectives as younger community members, and their priorities are values-based. Additionally, they provide support to other employees, as they enjoy being in a supportive environment themselves. And while these employees might lack experience, they always want to learn and build their skills to create a career for themselves filled with knowledge and passion.

Idealists and traditionalists

Idealists differ from the usual “traditionalist” employees who look at work in more traditional terms. McKinsey says that idealism is on the rise because of the global culture around empowering talent. Employees are no longer swayed by compensation or titles as they used to be – and those who still see these things in those terms are called “traditionalists.”

The pandemic, McKinsey says, has led to a pilgrimage away from traditional work and towards idealism – the idea that people can get more out of what they want from life in their jobs. Unfortunately, McKinsey adds, this leads to a gap in the labor force. There are too few traditional employees to fill traditional roles and too many idealist employees for idealist roles. And those who attract traditionalist employees are simply reshuffling existing talent rather than tapping new talent pools. And sometimes, this creates an untenable wage escalation.

Ultimately, winning back “non-traditionalist” workers is key for businesses to keep up in the future of work. Taking the pulse of the talent market means pivoting and making changes to how your company seeks to acquire and retain talent. Additionally, considering how the needs and desires of employees may have changed throughout COVID is important for those idealists you might have on your team – as the more you create an environment they’ll love, the harder they’ll work for you.

How to attract and retain idealist employees

Snagging and securing an idealist employee might seem a bit difficult, as traditionalist models are still very much the norm. But there are a few ways to get idealist employees to gravitate toward your team.

1. Offer flexibility

The first and most important feature of attracting an idealist employee is by offering flexibility. In the Gartner 2021 Digital Worker Experience Survey, more than 43% of respondents reported that flexible work hours did great things for their productivity. An additional 30% noted that a commute impeded their productivity as well. And if accomplishing goals and meeting deadlines is your goal, then flexibility is the only way to get there.

However, flexibility doesn’t mean a total lack of structure. PwC’s Global Workforce Hope and Fear Survey found that over 45% of the workforce simply can’t work remotely. They could be working essential service jobs, organizing events in person, or having confidential information at their offices. Those employees also need to be considered and offered flexibility in other forms; specifically, chances for hybrid work or flexible work hours in person.

2. Invest in upskilling

Next, professional development opportunities are critical to the idealist employee’s needs. Purpose and meaning are of the utmost importance, and having a company culture that fosters growth for all employees is the way to lock in great talent. This means that organizations must provide skills-based training that helps an employee build toward a better future for themselves and the company.

Fortunately, skill building is becoming more popular. PwC’s survey reports that 42% of young people are seeing their employers execute upskilling programs to help employees fill gaps in their knowledge. And despite many young people worrying about getting sufficient training, the survey says, digital and tech skill services are on the rise.

3. Be welcoming

A friendly environment is another thing that will attract idealist employees. Without kind teammates, reasonable managers, and good spirits, employee morale will fall – and morale is a huge piece of the idealist employee equation. These employees don’t need to be pandered to or coddled, just treated as kindly as they wish to treat others. From a team perspective, this can look like check-ins, empathic responses, and active listening. And from a larger organizational perspective, this can look like a culture that encourages honesty, transparency, and respect.

From the idealist employee’s perspective, work is where someone spends most of their lives, and that experience shouldn’t be completely socially intolerable. Young people also value diversity in the workplace and are more likely to look for a new job if they feel like they can’t be themselves at work.

4. Give practical perks

Lastly, practical perks are a great way to keep idealists around. Since these workers tend to be younger, think of ways to accommodate potential college class schedules, get involved in development programs, or provide help with how to pay for college loans. You can also reward them with branded company swag, recognition, bonuses, and other incentives.

You can also provide health and wellness perks that let idealists know you support more than just their workplace wellness. Either teams or HR departments can offer gym memberships, team fitness challenges, or group mini-wellness retreats, among other options.