In first half of this article, we learned that millennials are expected to overload the workforce in a few short years. Once millennial employees get started, their creative and technological skills will be an asset to any company.

But unlike past generations, millennials expect more in return than just a 401(k) plan. Today, a company must nurture the skills of their millennial employees to keep them on.

According to the 2016 Deloitte Millennial Survey, only 16 percent of millennials see themselves with their current company a decade from now. Millennials are intent on achieving their own goals and evade the standard career path taken by their parents. The generation values fair wages, but the loyalty a millennial has toward a company is based on personal investment.

Millennials can envision long-term employment with a company that reflects their goals and values. They do not want just a job, but a career that will support their ambitions and professional development. Millennials want a productive environment where they are valued.

So how can a company reconfigure itself to maintain its millennial employees? Follow these tips to begin nurturing millennial talent for long-term employment.

1. Employee development

Professional development is a key component for millennial employees. Most millennials believe a company's only ambition is to make money, so they appreciate an employer that will place value in building their skill set.

Millennials join a company with the goal of remaining long term, but can easily be swayed if they do not feel their talents are being cultivated. Millennials want to know they're seen as a true member of the company and thus want to nurture their talent to help better their abilities. Utilizing seminars and leadership courses to develop a millennials abilities truly stands out.

2. Community service

Millennials care strongly about placing people in the community first. This generation evaluates a company's true success past financials and place importance on acts of long-term sustainability.

This also ties into millennials' need for their employers' values to align with their own. According to the survey, many millennials feel their organizations put "financial performance before everything else," and only 20 percent intend to stay for more than five years (compared to the average of 27 percent).

A company must brainstorm ways to incorporate service acts and maintain millennial employees as long-term advocates. This feature may also attract the growing generation who care about a company's assistance to the environment.

3. Mentorship

Millennial employees with a company mentor are 68 percent more likely to remain with an organization, than not (32 percent). Millennials enter a company intent on learning new skills and excelling past their current level of attainment.

The generation never loses sight of what attracted them to a company, and the opportunity to receive mentorship from seasoned professionals is expected. They hope to be groomed as a member of company and value someone they can go to for advice or aid their leadership skills.

Establishing mentorship for millennial employees with a helpful counterpart will ultimately strengthen their loyalty to a company. They will note the company's investment in their career growth as reason to remain and excel.

4. Flexible work schedule

Millennials place great importance on a flexible work schedule. They tend to shy away from the traditional 9-5 work hours and instead would like to telecommute. 75 percent of millennials surveyed would like to begin or increase opportunities to work from home.

This generation feels they're more productive outside of the office. Millennials feel the office space can stifle creativity, and they believe flexible working would boost company productivity.

As a company, flexible work schedules should be an easy facet to incorporate, if possible. Allowing employees the option to work from home is a growing trend and sign of trust. Give millennials a chance to prove they can handle the freedom of flexibility.

5. Creative environment

Millennials appreciate an environment where creativity matters. They feel a workspace should combine productivity and enrichment regularly. Millennials picture an ideal environment featuring open communication, inclusiveness and focus on ambition when considering longevity. They believe the workweek should incorporate development tools such as mentoring and new ideas.

Ultimately, millennials are more likely to remain in a creative, inclusive working culture (76 percent) rather than a more authoritarian, rules-based approach (49 percent). Millennials crave freedom and nurturing from their job, so a company must develop ways to meet these growth expectations over time.

6. Control of careers

Millennials desire a career that teaches, but does not control their life. This is a sense of security for millennials, who want to feel they're working with a company, not for it.

Empowering millennials is key to maintaining their loyalty. Incorporating millennial employees into decision-making practices are a great way to give them a voice in their career. Millennials can see longevity in a company that notices their potential and trust their judgment and abilities.

As technology advances and the need for personalization continues, millennials will be a vital tool in bridging the gap between generations. Unfortunately, millennials will only dedicate themselves to a company that invests in their personal future. The generation wants to be a member of a strong team that sees their true value past company profit.

Once companies gain millennials' loyalty, they will strive to exceed their objectives. Combining the six facets above would satisfy the desires of millennial employees worldwide. A company must view investing in millennials as an investment in the company's future.