Posted on October 24, 2016

A great deal has been written about generational differences, much of which has sold Millennials short. With birthdates ranging between the early 1980s until the early 2000s, this generation has been described as ‘trophy kids,’ the product of ‘helicopter parents,’ often under high stress to succeed, many since Kindergarten.  They are considered to be self-confident, opinionated, and entitled.  Being all about me.  And when it comes to work, Millennials are perceived to have a poor work ethic, be unambitious and less willing to commit to a job long term, something that often concerns hiring managers.

We believe this unflattering characterization to be inaccurate and misleading.  Indeed, our research indicates that you would be lucky to have them.   (Actually, we believe that broad-brush generalizations about any large, diverse group have enormous potential to be inaccurate and misleading, but that’s a topic for another day.)

Regardless of how they may be described – or, to our way of thinking, unfairly and inaccurately over-generalized – they are the future of your organization.  Because they are not as different, as self-centered, or as directionless as you may have been led to believe.  What they are is young.  Many with an ability to multi-task, an impatience with anything slow, a shorter attention span, seekers of innovation, proficient with technology, and possessing high expectations.  They are, in short, a generation defined by the iPhone.  And, unfortunately, the selfie.

Critically, what is often true about Millennials is that many are looking for a chance to make a real difference at work.  It is not just about a job; it is, instead, about being part of something, a member of team, doing something important.  And therein lies their potential: a desire, a passion, to commit to something vital.

Another characteristic of Millennials: many do not have the first clue as to how to plan or build a career, much less find their way to your organization.  Given that, how might you compete for these people?  You will have to, of course, assuming you will replace those bound for retirement.  Assuming, too, that you are interested in employing people who are eager to find ways to add real value.  Even if they, from time to time, tweet a selfie of themselves with their cat.

Next week we will consider ways to attract these talented and valuable newcomers to the workplace.  In the meantime, a huge Congratulations! to Cubs fans everywhere.  Your 71-year wait has been a very long one.  But it’s over and the curse has been lifted.  May the Series be a good one.