Why Hiring Millennials Will Help You Grow Your Business

by

Andy Bagner
Implementation Manager
April 29, 2019
/
2
minutes to read

Get to the Point:

  1. It’s Time to Embrace Millennials, and How They Can Impact Your Business — Younger employees offer unique advantages.
  2. Millennial Employees Can Teach Your Team How to Use New Technology — They are often early adopters and love to share their knowledge.
  3. Millennials Want to Know There Is a Path to Growth — They want to learn what they can do to get ahead, and you want them to do it at your company.

In 2016, millennials became the largest generation in the United States labor force. But as a business owner, I’m guessing you already knew that. It’s likely that these members of the generation following Generation X — in other words, those born between 1981 and 1996 — already make up part of your staff.

Pointman has previously offered tips on how to manage your millennial employees, most recently in a webinar on technician-manager communication (watch it here). But in addition to knowing how to manage these workers, it’s useful to look at how and why younger employees can help you grow your business.

In other words, it’s time to embrace millennial employees, and applaud the fact that they offer unique advantages — just like your veteran employees. In the first of this two-part series, we’ll take a look at two of the reasons millennials can make a difference. This is information to keep in mind as you hire new team members.

They can teach you and your older employees how to effectively use technology.

As I outlined in the webinar referenced above, there is no fear of technology with millennial employees. On the contrary, they want to use it in every aspect of their job. It’s one of the reasons Pointman PACT, our field service management software for residential contractors, is so popular with younger techs.

As early adopters of new technology, millennial employees can help train their more seasoned counterparts.

Best of all, as early adopters of new technology, millennial employees can help train their more seasoned counterparts. It’s obviously a stereotype to say older individuals are against technological change — one look at users of Facebook proves otherwise. However, taking advantage of new technology on the job can be daunting.

So give millennial employees the chance to take an active role in sharing their technological expertise with you, your other techs and your office staff. Even if millennials lack the job experience, they’ve got knowledge in other areas, and they are ready to teach. This is a nice way to show trust in some of your newer, younger hires.

Millennials want to advance, and that passion can drive your company’s growth.

A 2018 employee development study found that nearly 90 percent of millennials are looking to grow their careers within their current companies. That’s a stunning number — and very good news for business owners.

Millennials want to know what they can do to get ahead — and you want them to accomplish that feat at your company.

It’s up to you to show these younger employees a path to growth and greater success at your company. For example, you may want to talk to them about becoming a lead installer or a senior service technician. Millennials want to know what they can do to get ahead — and you want them to accomplish that feat at your company.

That does not mean offering them advantages you would not offer your other employees. It simply means making sure they are aware that their growth will be rewarded, and contribute to the success of your business. Consider making special note of this path during the hiring process.

Looking for more insight on millennials?

Check out a past blog post exploring how technology can help you attract and retain younger technicians to your home services business. And watch for part two of this series in our next blog post.

As you look at ways to grow your business and maximize your team’s potential, don’t forget to explore Pointman PACT, the only field service management software that is supported by unlimited business coaching, a team of analysts and a community of peers. PACT is all about making you and your team stronger and more successful, and that results in world-class experiences for your clients.


4. Add-On or Upsell Count and Amount

Here, we’re looking at repairs sold beyond the original reason for the call. Every time you enter a customer’s home your techs have the chance to sell value added work, beyond the repair itself. If you’re training your techs to sell add-on products, don’t you want to know who's doing it well, and who may need a training refresher?

5. Agreement Opportunities/Sales

Maintenance agreements are the key to a consistent client base and essential for keeping your team busy during the shoulder seasons. Every time your technician is in the home of a non-member there is an opportunity to sell. Are they delivering? You need to know.

6. Future Opportunities

Are your technicians talking to customers with forced air heat about the improved comfort that comes with a humidifier? How about the benefits of water softeners or whole-house surge protection? If the customer is interested, but not now, you need to be able to follow up on those opportunities.

How much money do you think gets left on the table just by failing to make a follow-up call to reintroduce an offered product or service? Tracking these opportunities can be the secret to putting more of that money in your pocket. These opportunities are the gold dust that’s hiding in your business. With a little work, there’s a lot of money just waiting to be panned for and earned.

7. Replacement Opportunities/Sales

Repairing a capacitor on a 17-year-old condenser, or the pilot on a 12-year old hot water tank? These are opportunities for replacement, and your techs should be offering that as an option along with the repair itself. You can determine what you consider a replacement opportunity in your business. But regardless of the conditions you establish, you want to know which of your techs is making the most of them. 

And if they didn’t sell? See the previous item. You should be setting this as an opportunity for a follow up.


Have any recommendations for additional information you’ve found to be essential? How do you make sure your team shares these details after each visit? We’d love to know — drop us a line here.

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