By John Melcher, VP, Organizational Effectiveness for AmerisourceBergen

Millennials have recently surpassed Generation X as the largest generation in the U.S. labor force; one in three current workers were born between 1981 and 1997. At companies across the nation, leadership and HR are dedicating time and resources to highlighting the attributes that make their company attractive to the millennial workforce.

At AmerisourceBergen, a Fortune 16 global healthcare solutions leader headquartered in Chesterbrook, we recently held our inaugural ThinkForward conference.

One hundred of our millennial associates gathered in downtown Philadelphia to engage with company leaders and each other in exploring how the business is shifting to become increasingly representative of young professionals.

We learned a great deal throughout the conference about how we can continue to innovate within our company to attract diverse talent of all ages. While there were many insights shared over the course of the two-day conference, our associates shared that careers must be meaningful, culture is critical and that they’re working to overcome stereotypes:

1. Meaningful Careers Matter.

Research has shown that millennials prefer a meaningful career to a 9-to-5 desk job. During the conference, this topic was prominent in breakout sessions, discussions and workshops.

Millennials can be more critical than previous generations when evaluating opportunities and employers as they look for positions that offer a higher purpose and an opportunity to contribute within and outside of the company. To our associates, a meaningful career means being both professionally and emotionally fulfilled.

At AmerisourceBergen, our associates are responsible for putting patients at the center of everything they do. They feel their work is important because it impacts patients’ lives. Outside of work, taking advantage of Volunteer Time Off, which included the opportunity to volunteer during the Pope’s visit to Philadelphia among many other activities, was beneficial to the group.

Seeing the company establish the AmerisourceBergen Foundation this year was also a point of pride. Knowing that volunteerism was important, as part of the conference, attendees were also offered the opportunity to participate in various volunteer projects throughout the city with community and national organizations, including Philadelphia’s Project HOME.

2. Culture is key.

The need to feel connected and a part of a culture during the work day is critical to engaging and retaining associates. At ThinkForward, attendees shared what aspects of culture are important.

Our associates prioritized elements such as opportunities for growth and a sense of contribution and value. Attendees noted that culture is more than personalities in the office, it is a part of the environment.

AmerisourceBergen’s new office location was built with this in mind, and we were encouraged to hear that planning for environment to influence culture was successful. In the new space, associates take advantage of the open floor plan that was designed to urge idea sharing and collaboration.

Associates can also enjoy other perks that are intended to make the time at work more productive such as a fitness center on-site, car-washing services and dry cleaning among other examples.

3. Stereotypes can be overcome.

As all generations do, millennials face certain stereotypes. Our associates discussed how to overcome two preconceived notions that they’ve frequently heard others say about millennials: the over use of and reliance on technology and strong egos.

Associates agreed that making the millennial narrative their own was key to showing other generations that the future leaders of this company – and the country – are well-equipped to lead.

Attendees shared their thoughts on reframing negative stereotypes into desirable skills. For example, while many say that millennials are attached to their phones, our associates felt that they are more aptly described as technologically savvy and living in a digital world that fosters increased connectivity.

Our associates have also heard that millennials are more inclined to have a strong ego perhaps without the professional merits to match. More desirable skills are not being afraid to contribute ideas and opinions and exhibiting strong leadership qualities to deliver the best results for their employer.

ThinkForward gave our leadership and millennial associates the opportunity to connect and foster greater relationships and understanding. AmerisourceBergen, like many other large employers, knows that attracting and retaining millennial talent is key to continued success with its workforce.

We plan to continue the conversation with our associates and in turn adapt our culture and recruitment to ensure highly-qualified candidates that are passionate about shaping healthcare delivery are applying.