We Won’t Pay For Your Lexus, Boss Man!

We have written about millennials several times, and there’s a reason for that. We promise. Not only do some of us here at Peoplescape identify with the millennial label, we have been subject to the stereotypes placed on our colleagues (and at times ourselves). You know the ones: Millennials are fickle, they never settle in one place, they’re selfish, and they don’t care about the companies that they work for – always in search of the next big thing. While these stereotypes may be true of SOME millennials, they can also be applied to baby boomers and Generation X’ers. So let’s flip the switch a little bit and see why millennials are dumping you, their managers and companies who simply don’t get what these youngsters are after! Elizabeth McLeod penned a note to management in Forbes.com recently. What do you think of these millennial breakup lines? #millennials #careeradvice #multigenerationalworkforce

Dear John….it isn’t you, it’s me. No, but really, it’s you. Here’s why I’m leaving:

1. You put up with low performing employees. This doesn’t work for us, because millennials are driven. We want to make a difference and be top producers. The low-performing employees that you hang on to for loyalty’s sake are slowing us down.

2. You are too focused on money. While we aren’t opposed to working hard, we aren’t going to do it simply to pay for your new Lexus. We want our work to make a difference, and that is bigger than the bottom line dollar.

3. Company culture means something different to us. We don’t want free meals (we’ll take them, but we don’t necessarily want them or need them to motivate us!). We want a manager who is a leader, who wants to inspire us and challenge us to think outside the box.

4. You treat people like a number. We are people. We have thoughts and ideas and opinions and feelings. If you treat us like a cog in the wheel, we will show up for the paycheck, but don’t expect the top producers who you hired. This isn’t fun for us, and work is supposed to be something that we can engage in. Show us why our work matters, and be an example to all of us.

After reading these points, doesn’t it seem like the millennial next door to your cubicle might not be that different from you after all?

You know who they are. The one with his ear buds permanently attached to his ears, or the girl with twelve pieces of jewelry on her right ear alone who refuses to wear what you consider to be “business casual” attire.  Or maybe it’s the nerdy guy with glasses and messy hair whose face you’ve never really seen because he’s always in front of his computer or cell phone; never separated from his tools of technology for even a moment while at work. Oh, and they are always late or right on time. Whatever happened to being on time and prepared? Sitting at your desk at 7:45 a.m. ready to start the 8:00 a.m. day? Does it seem they require attention or tasks at all times, always in motion — on the go, ready for the next thing?

Even if you are a small business owner, among your dozen or so employees, the chances are good that you have at least one Millennial employee. How can you best equip yourself to “employer parent” this individual so that he or she is an undeniable asset to the team, rather than a distraction or irritant to your more seasoned employees?  A starting point is to understand Millennials better. Millennials are loosely defined as ages 18 to 34, with age 23 being the largest demographic within this segment of this population.  Be forewarned that the “catch-all” label of Millennials is not a concept its members strongly identify with.  Yet, credible studies of this age group do reveal the common social, economic, and technological factors that have shaped their lives and forged their values.  Due to the sheer numbers of Millennials and their expected longevity in the workforce, it is essential that employers understand the largest and most diverse segment of our population taking their place in the business world.

[tweetthis]Millennials: Equip yourself to “employer-parent” this talented group.[/tweetthis]

A high percentage are children of immigrants. As a group they are economically stressed, many more of this generation compared to previous ones live with their parents. They have decreasing opportunities at home ownership. They are very educated, but collectively have amassed a trillion dollar student loan debt. They still value education – more so than their European counterparts who have been demoralized by poor economic conditions.  Millennials are masters of technology and social media, value family and work-life balance.  While plenty of employers complain about lack of loyalty and short tenure of Millennials, their feedback often indicates a willingness to stay longer in their jobs given more purposeful work.

One of the most interesting pieces to the Millennial puzzle is the mistaken notion that they hate to be managed. They actually require it. This is due in large part to the way they were parented at home – millennials are essentially spoiled. And it’s ok for me to say this, because I myself am one of those temperamental, reactive, seemingly impossible to manage millennials. We are a generation that was over-parented. We didn’t play outside without supervision, we were raised by the more affluent boomers (who were parented much differently by their Depression-era moms and dads) and were often rescued by our parents when faced with trials or obstacles. Essentially, we are a generation of coddled guys and gals, told that our opinions matter and we are free to express ourselves within boundaries that are much wider and broader than the ones our own parents faced.

Now that you regret hiring millennials even more than you did before reading this, let me tell you the good news! There’s hope! Millennials may require a little bit of parenting at work, but once they are managed and coached correctly, the sky is the limit because along with our spoiling came a sense of pride in our own success, a drive to achieve and a knack for technology. We crave direction, but at the same time, would like a little freedom to make decisions for ourselves. It’s a tricky combo, but one that could lead to great organizational success for small business owners who master the managing of millennials.

Christine Hassler, renowned speaker on the topic of generational differences in the workplace specifically focusing on the millennials, argues that millennials do in fact want to be managed. She writes, “I think it is imperative for managers to be ‘coaches’ to their employees, especially the millennials, as that is what the Millennials expect.” They require validation, crave feedback from their supervisors, and are confused by the world of work in general. Statistics show that the majority of teens during the ’70s and ’80s worked during summer vacation, while only one-third of today’s teens have a paying job over the summer. Instead, they choose to volunteer, work in unpaid internships, and enroll in high school or college courses. All of this looks great on college resumes, but is not practical when it comes time for these millennials to enter the workforce. They have no idea how to set up direct deposit for payroll with their ban

• Include information on company culture and values in your employee handbook, go over timesheets, employment paperwork, vacation requests and all of the details involved with the company procedures during their orientation.
• Take the guess work out of the workplace for your millennials and become their coach, and you’ll start off on a better foot with your millennials moving forward.

Keep in mind that Millennials are facing many tough challenges across their long lifespan but their common skills and values make them well equipped to face and overcome these adversities.  Employers who understand and bring out the best of their Millennials will tap into the potentially valuable contribution to the workforce and the innovation they are capable of.

For more on Millennials see 15 Economic Facts About Millennials, 2014 Report of the United States Office of the Presidentl Council of Economic Advisors.

[tweetthis]“Work is making a living out of being bored.” – Karl Lagerfeld[/tweetthis]

How true is this statement for you? How about for your co-workers? What can managers do to shift this feeling of work being something you HAVE to do rather than something that you can ENJOY doing? Taking stock and shaking things up is easier said than done, and changing the way we think about things is much more difficult than changing our actions. On a recent episode of Shark Tank, ABC’s hit show about inventors and investors backing those ideas financially, one entrepreneur presented his idea for the “Squatty Potty.” As one of the investors noted, it is challenging to shift the mindset of people when it comes to how and where they use the toilet. Similarly, it is difficult for many people to change how they view work and their attitude towards it. But alas, there is hope! If you’re bored at work, you can change it!

It is the employer’s responsibility to create an environment that welcomes new ideas, change, and forward thinking. Recently, a successful European beverage company was looking to make changes in order to encourage employee motivation and increase accountability and communication among employees. To shake things up in your organization, follow these simple steps! Let us know how it transforms your workplace.

1. BE TRANSPARENT – This goes for all levels from the CEO to the mail clerk. Be honest, be clear, and be open.

2. TONE DOWN THE CONVENTIONAL APPROACH – While recognizing the necessity in paying bills and such, encourage business innovation when it comes to things such as dress code, meetings, collaborative efforts, etc. Let creativity shine whenever possible!

3. BE A RISK TAKER – Encourage rules to be followed, but also allow for them to be challenged.

4. GET YOUR HANDS DIRTY – If someone needs help, lend a hand. If your officemate broke their desk chair, help them fix it or find a second-hand option. Be thrifty, be smart, and don’t be afraid to roll your sleeves up. Having an attitude of “that’s their problem” will only create tension and destroy the office dynamic.

5. INDIVIDUALITY – This is key. Everyone brings something different to the table. Recognize that, appreciate it, and inspire it.

6. TRUST YOUR EMPLOYEES – To an extent, the trust we give to our co-workers and employees to produce an exemplary solution is what fosters growth and teamwork.