# 3 Reasons Why Millennials Might Leave Your Office For Contract Work
The traditional career path has shifted dramatically. Where previous generations valued full-time positions with pensions, today's millennials often prefer the flexibility that comes with contract and part-time work. This isn't just about lifestyle preferences—it reflects changing priorities around work-life balance, skill development, and career growth.
For commercial design firms and other professional services, this shift presents both challenges and opportunities. Understanding why employees are drawn to contract work can help you create a workplace that attracts and retains top talent.
## 1. Flexible Scheduling and Remote Work Options
Contract work often provides near-complete control over schedules. Even roles with structured hours frequently offer the option to work remotely. This flexibility appeals to professionals who want to manage their own time and create better work-life integration.
**What you can do:** Start implementing flexible hours and remote work policies. Consider offering core collaboration hours while allowing flexibility around them. Many design tasks—from CAD work to project planning—can be accomplished effectively from anywhere with the right technology setup.
## 2. Opportunities to Develop Diverse Skills
Contract workers, particularly those under 45, often use temporary assignments to explore different roles and build varied skill sets. Statistics show that 62% of contract workers fall into this age group, and many choose this path specifically for the learning opportunities.
Traditional employment can sometimes lock people into repetitive routines without room for growth or experimentation. This is particularly challenging in creative fields like interior design, where exposure to different project types and challenges drives professional development.
**What you can do:** Make internal transfers and role rotations easier within your organization. Give team members ownership of entire projects rather than just isolated tasks. Create cross-training opportunities that allow employees to work alongside different departments—from design to project management to client relations.
## 3. Experience Requirements That Create Career Bottlenecks
Many companies maintain rigid experience requirements that can trap talented individuals in entry-level positions. The common frustration about "entry-level" jobs requiring three years of experience isn't just a millennial complaint—it's a real barrier to career advancement.
The gig economy operates differently, focusing on demonstrated skills, portfolios, and actual work quality rather than years of experience. This approach often reveals talent that traditional hiring might overlook.
**What you can do:** While experience requirements help filter external applications, be prepared to evaluate internal candidates based on their actual capabilities and potential. Look at their project contributions, problem-solving abilities, and willingness to learn. Consider creating apprenticeship or mentorship programs that provide structured pathways for advancement.
## Creating a Competitive Workplace
Retaining talented millennials requires understanding their motivations and adapting your workplace accordingly. This doesn't mean abandoning all structure—instead, it means creating an environment that offers growth, flexibility, and meaningful work.
The most successful design firms are those that combine the stability and resources of traditional employment with the flexibility and growth opportunities that make contract work appealing. This hybrid approach can help you build a team that's both committed and continuously developing their skills.
By addressing these three key areas—flexibility, skill development, and career advancement—you can create a workplace that competes effectively with the allure of contract work while building a stronger, more engaged team.
