Millennials. The term itself is contentious, raising images of addle-brained social media junkies that flit from place to place in the minds of many. Countless articles and op eds complain that Generation X has raised a lazy, entitled brood, when in truth, Millennials are an entrepreneurial generation, hard-working, ambitious, and more frugal than any other age group. They work and play differently than those who’ve come before, so employers should keep their heads up and be ready to adapt to their new workforce— it’s certainly not going to happen the other way around.
One of the biggest complaints employers have about Millennials is how rapidly they move from job to job. The average Millennial spends two years with one employer as compared to the seven years of the Baby Boomer, leading to claims that they are flighty and disloyal. Ambitious Millennials will not stay on a track that offers no opportunities for advancement, and with so many of the jobs available to them offering paltry salaries and no benefits, they feel undervalued. Why should they be loyal to a business that does not take them seriously? If business leaders want to keep their young employees for longer, they’ll need to provide them with chances to advance through the ranks. Millennial expert Michael Parrish Dudell suggests greater engagement on the part of company leadership, which heightens employee investment and increases the likelihood that Millennial workers will stick with the business.
Further changing the game is Millennials’ familiarity with tech that might turn the traditional work-week on its head. Telecommuting has become easier and more commonplace, and this suits Millennials who want flexible hours and will consider potential jobs based on what activities and past-times they can fit in around their worktime. A 9-5 gig’s rigid schedule is not seen favorably. In may ways, this is a healthier work-life balance than previous generations of American employees famous for not using what little vacation time they have and overworking themselves to the point of burnout; additionally Millennials value the quality of their work very highly, and a different schedule does not equal a lapse in productivity for this bloc of workers.
Many articles decrying them claim Millennials cannot communicate in real time, but are easily the most cooperative generation. As a whole, they are also the most eager to befriend their coworkers and seek open communication with their bosses. Critics assert Millennials were over-parented and rewarded, but these young workers are more interested in their managers’ feedback, suggestions, and yes, acknowledgement when a task is done well. Game changers they may be, Millennials are not an impossible to understand threat to business. Each generation of workers differs from the last, and it is unfortunate that Millennials have been singled out for such extreme criticism.
