Q & A on Millennials in the Workplace - Part 1 of 2	Print

Millennials, those born between 1980 and 2000, are stereotyped for having a poor work ethic, job-hopping and not respecting authority. But are these generalizations true? 

Stereotypes or reality, prepare to embrace the millennial generation! Most generational researchers estimate that half of the US workforce will consist of millennials by 2020. In this article we will answer your most pressing questions about millennials, set stereotypes aside, and look at what research says about the newest and largest generation in the workplace.

 

Q: How long should we expect Millennials to stay on the job?

 

Fifty-four percent of college-educated millennials expect to work for between two and five employers over their entire career. They will change jobs every few years and this “job hopping” is beneficial to both employees and to employers. Employees who stay with a company longer than two years are said to be paid 50% less, according to Forbes magazine. Employers benefit from job hoppers as they tend to be high performers and loyal because they care about making a good impression in the short amount of time they know they’ll stay with each employer.

 

Q: Do Millennials respect authority?

 

Yes, they do. In fact, the Center for Creative Leadership has found that millennials are more likely than previous generations to give respect and loyalty to authority figures. They tend to respect authority based on expertise, loyalty, and experience.

 

Q: What does it take to engage Millennial workers?

 

What we know from research into people born between 1980 and 2000 is they are driven, inspired and hard working. Millennials are engaged when they feel they are making a contribution, doing meaningful work and feel valued by the organization. The Center for Generational Kinetics has identified five key drivers to engaging millennials:

        1. I feel I am valued in this organization.

        2. I have confidence in the leadership of this organization.

        3. I like the type of work that I do.

        4. Most days, I feel I have made progress at work.

        5. This organization treats me like a person, not a number.

Q: How do Millennials like to learn?

Millennials like to proactively seek out knowledge when learning. They like getting how-to tips from YouTube, forums, blog posts and other social media. In the workplace, professional development needs to engage their preference for technology, videos and interactivity. Blended learning solutions that include highly interactive classroom training, dynamic eLearning, videos and discussions will best teach millennials.

Q: What skill do Millennials most need to learn in order to succeed in the workplace?

 

Millennials spent their formative years engaged with technology. Entire relationships were built through text messages and social media. Instead of hanging out at the roller rink or riding bicycles, they were more likely to converse with friends through short digital messages. As a result, millennials need help with people skills. Providing professional development opportunities that emphasize empathy, human relations skills and public speaking will build their confidence and position them to create more value in their work.

 

Millennials are some of the brightest and most loyal employees you’ll ever have. Provide them the opportunity to do meaningful work, relentlessly focus on keeping them engaged and keep them learning. When you do, they will reward you with creativity and loyalty.

 

In Part 2 of this series, we will explore the challenge some employers are having with making the workplace attractive to millennials. In addition, we’ll offer three strategies for gaining the interest of millennial workers.

 

Myra Golden is a customer experience keynote speaker and trainer who travels North America looking for great stories to share, and new ways to help her clients deliver the best possible customer experience. She is the co-author of Beyond WOW, a blogger and contributing author to various business publications.

 

Sources cited:

 

“Why Job Hoppers Make the Best Employees.” CBSNews. CBS Interactive, 23 April 2010. Web. 10 June 2016.

 

“UNLOCKING MILLENNIAL TALENT 2015 – Gen Z Research.” Center for Generational Kinetics. N.p., n.d. Web. 10 June 2016.

 

Eckert, Regina, and Jennifer Deal. “Leaders for the Future – Nurturing Generation Y – CCL.” N.p., 2012. Web. 10 June 2016.

 

Keng, Cameron. “Employees Who Stay In Companies Longer Than Two Years Get Paid 50% Less.” Forbes. Forbes magazine, 22 June 2014. Web. 10 June 2016.