Remember when it was a big deal to hire millennials? The focus has since shifted to retaining this generation in the workplace. The oldest millennials will turn 40 in 2020, and many have chosen less traveled career paths, such as freelancing full-time or starting a small business, over a traditional 40-hour workweek at a major company.

As the years progress and more generations turn their heads in a similar direction, it is up to businesses to make a change. Only 50% of millennials who accept a new position plan to work there for five or more years. Copious research has shown that it will take more than money, free snacks, and ping pong to convince them to stay, too. If you want to prevent millennials from using your business as a “filler job” for right now and keep them in the long run, consider implementing a few of these strategies.

1. Let them work freely.

Freedom and flexibility, alongside passion, are the three ingredients for millennial success in any role. Millennials have grown up in a world of limitless choices. They wouldn’t, for example, try to run home in time to catch their favorite show on TV. Millennials have unlimited streaming choices, allowing them to choose what they want to watch when they want to tune in, and how they’ll consume their media. Since they’re also accustomed to freedom of choice when it comes to education and extracurricular activities, why wouldn’t they have the same expectations in the workplace?

Don’t force millennials to work only from the office. Instead, give them the flexibility and freedom to work remotely in their roles and check in accordingly. A whopping 70 percent of millennials own a laptop, and depending on the job, they may be able to do their work from home. Giving them the choice to come into the office or work remotely can make all the difference in them staying with your organization.

2. Answer their questions.

There really isn’t such a thing as asking too many questions in the workplace. Over the years, asking questions has come with a negative connotation. It’s considered a sign that the worker is too weak or vulnerable. The inverse is actually true: it’s an opportunity to receive answers, fix problems, and ultimately increase personal and professional efficiency.

Allow your work environment to become a bit more inviting to ask, and answer, questions. Have managers check in with your team members to see how they are doing and if they need any help along the way. Encourage feedback from all generations, too. How are you doing? Can you be a bit more accommodating or offer more resources to help out? Allow millennials to provide feedback of their own so that you may improve alongside them.

3. (Re)think your overall mission.

Imagine a millennial has a choice between working for a company that doesn’t promote the health and wellness of its community, consumers and employees to one that does. Obviously, they will prioritize working for a business that aligns more closely with their values.

Your organization’s social purpose should be a key deciding factor for retaining millennials in the long run. In a 2016 survey from Cone Communications, 75% of millennials surveyed would even take a pay cut if it meant they could work for a socially responsible business.

Now might be the time for your business to think about where it stands with its values and mission — or rethink their strategy if it is not clear. Adopting a social purpose or supporting a cause is good for business. This will go a long way to retaining millennials and attracting every other generation to come join your business in the decades to come.