A Millennial Says: Individual Development Plans, Pay Incentives Help Nurture Younger Staff

The insurance and risk management fields are professions with legions of rapidly-retiring older employees, and they struggle to hire and keep promising new and younger ones. How to accomplish this? Customized training is one way, a millennial industry professional said during the RIMS 2017 annual meeting in Philadelphia.

“Create individual development plans. It’s important to link people’s objectives to the company’s growth,” Kathleen Crowe, an Aon Risk Solutions account specialist, said during the April 26 session. “We don’t get a lot of opportunities to sit in front of your C-suite and have a conversation with them.”

Crowe added that by doing so, “it makes it feel like you’re in it together [and it’s] not just about the company’s bottom line.”

Crowe offered additional tips for attracting millennials and keeping them engaged:

Crowe ended with a plea: “Please don’t hate millennials.”

“We’re really not that bad,” she said. “We have a lot to learn from you all, but it is really important to provide opportunities for us to move up. We need to have the abilities and skills to manage that outside of being able to understand how to write a policy or write certificates of service.”