#millennialsintheworkplace

For years, I’ve heard negative stereotypes about Millennials. Comments about how we are difficult to work with, that we are unloyal “job hoppers”, or how we want to be promoted quickly without working hard to earn it. People (from older generations) have a negative perception about our generation. Many say that we don’t share the same values and work ethic. They also say that we are impatient and are not open to learning from / working with others.

Well…

I’m here to point out that their perception is NOT reality and hopefully reclaim our dignity and respect in the workplace. Here is a “Millennial” perspective on the most prominent stereotypes and beliefs that impact us everyday in the workplace.  

#1: Millennials Are Not Loyal and Value Job Hopping I don’t consider myself a “job hopper.”  In fact, since the beginning of my career, I’ve worked for 3 companies and dedicated at least 3 years to each of them. I’ve never entered an organization with a pre-defined timeframe to leave. For me, as long as I’m actively engaged and have opportunities to learn and grow within the organization there is no reason to leave the company. I want it to be clear that while it is not or goal or intention to work for a large number of organizations, sometimes we are propelled due to organizational culture and structure. 

On another note, I think there is a philosophical difference in how Millennials and other generations define Loyalty. I recall being told numerous times that I “owed” the “X Company” for giving me the job or promotion and that leaving would be a sign of disrespect. From the Millennial perspective, loyalty is not something that is owed.  In fact, it needs to be earned. Loyalty is gained by investing in our personal and professional growth and by acknowledging our contributions and making us feel valued. The reality is that until companies learn to effectively support and empower Millennials they will continue to have a revolving door of young and vibrant talent.  

#2: Millennials Are Entitled and Want Special Privileges For some reason people are afraid of the words “flexibility” or “work/life balance”. Many equate those terms with poor work ethic. It is no secret that we value flexibility, but I think many are ill informed about our intentions. As a Millennial, it is a given that I will work hard and I do expect some flexibility to tend to other important aspects of my life. This was more of an issue early in my career, where my job required long hours and frequently working on the weekends. I never complained about my limited social life or the lack of time available to tend to myself or personal matters. This idea of flexibility is essential for important and/or emergency situations. And I don’t understand why it’s such an issue for employees who are doing a great job at work. If something important arises (for example a maintenance issue at home, the need for a doctor’s appointment, etc.) there is an expectation that the company should be a little flexible and grant time to deal with those important issues. I’m not suggesting that this gives you a pass to do what you want or slack on the job, but having a buffer to be able to deal with issues or opportunities that arise is an important factor and benefit.

#3: Millennials Are High Maintenance We each come with different skills, experiences and ambitions, and therefore require differences in how we are managed. Our generation tend to be very goal oriented and thus require (and expect) more feedback from both our managers and peers. As we focus on doing a great job, we will ask more pointed questions and challenge the status quo. In addition, we are a team oriented group so there is an expectation that our input is heard and valued. I believe that the desire for more frequent and constructive feedback is not a Millennial issue, but it often gets misconstrued because we tend to be more vocal about this topic.  

#4 Millennials Are All Tech Savvy It’s important to set the record straight on this point. While computers have been around for decades, PCs were not widely used in the household until around the mid 90s. During this timeframe (let’s just say 1995), the oldest Millennial would have been 15 years old at the time (36 years old today). There is a stark difference within the Millennial Generation regarding familiarity and capability with using technology. And even for younger generations, not everyone is equally knowledgeable in this space.  

I can recall numerous examples when managers suggested projects for my personal growth and somehow they all revolved around technology or social media. There were many days that ended in disappointment because I did not know how to resolve some technical issue. And to put icing on the cake, I even had one manager that dinged me in a performance review for mediocre “technology skills”, when it had nothing to do with my job. I think companies (and managers) need to be careful to not turn their biases into expectations that are not relevant for the job.

In all, it is important to note that not all Millennials are the same. We each come with a variety of backgrounds, experiences and aspirations that will require different methods of management. Companies need to get past bashing our generation and instead focus on how to foster an inclusive environment where all employees (regardless of your generation) can work effectively together. We do need continued feedback, challenging assignments and flexibility as we prepare to be the next generation of leaders.