Are Millenials the worst generation?
We’ve heard about “the” Millenials in seemingly every sphere and platform. It is sometimes, oftentimes, associated with and used in a negative way. We attribute this label casually as if it some sort of epidemic that needs attention and immediate extermination.
Chances are those who use this term do not know who should actually belong in them. As long as you check all the items in the checklist, you’re a Millenial. Convenient.
We’ve heard Millenials more often in recruitment settings — watch out for the Millenials, they’re a tough nut to crack — or words to that effect. But before we talk more about this infamous generation (which I’m proudly a member of), it’s best if we know who actually belongs in it.
According to researchers Neil Howe and William Strauss, Millenials are those born in 1982 until 2004. Although there’s really no exact science as to how they are able to pinpoint these years, it’s still cool to actually, at least, quasi-scientifically know the inclusive years of the Millenials.
Now that’s taken care of, let’s get to know more about this widely talked about generation and how we could potentially “master” them.
We see results as a product of commitment and hardwork, not necessarily from a 9–6 (or 8–5 if you prefer it that way) work schedule. We think that productivity is had not from the traditional means. In fact, we think that the traditional means are counter-productive. We think that hours logged do not equate to output. You could force us to adhere to this, but we think there’s a better way.
Why companies are failing? Because they evaluate Millenials’ productivity base on traditional (not gonna say obsolete) means — hours clocked. Nothing is inherently wrong with it, I should say. It’s just that if you’re looking at keeping your star employees who are Millenials, it’s best to keep this in mind.
Millenials see rules as something that has to be challenged as much as practically possible. No, we do not break rules just for the sake of it. We break rules because we feel that there is a better way. It’s not impatience or expediency. We are trying to look for ways to make the job easier while producing the same, if not more results. We love to dip ourselves in trends. We love to experiment methods. And yes, we’d like a company that actually allows us to that. Don’t box us in. Allow us to make the box and see our potentials unfold.
Why companies are failing? They think we are a bunch of rowdy, impatient brats who feel like we are better than we truly are. Yeah! Treat us that way and we’re off! Tell us what to do the best way “you” and “your” experience know how, and we’ll probably think along these lines: “There should be a company out there who thinks the way I do. I should start looking for it.”
Yes, a good salary is alluring even for Millenials. I believe it is across all generations. But, millenials look for something more. Pecuniary incentives could only keep us mum for a while. We look for appreciation, recognition. We seek out a good mentor/coach. We find ways to improve that which we think is our “passion”, even if it means that that passion is irrelevant to our current jobs. No, we’re not egotistic, self-serving brats who only eye for more riches. We’re actually very good team players. There are just things that we feel we must do — on the sides.
Why companies are failing? They only let themselves be heard when a millenial commits a mistake. No taps on the backs. No ‘job well done’. No ‘keep it up’. They think that paying us is enough to keep us. They think that we work to earn, and earn only. Continue harboring that mindset, and you will have a hard time keeping your millenial star players.
Millenials have been called impatient, expedient, self-entitled, brats, and so on. I think it’s a lack of understanding that led them to think that way. They view us in the same microscope they view themselves and their “generation”. Lest they change those microscopes, they will never understand us. And if they don’t understand us, they will not be able to keep us. It is easier to change these microscopes than it is to change a whole generation who grew up with this kind of mental make-up.
Millenials occupy majority of the companies’ key positions nowadays. It would be to the best interest of companies to adapt to how we think to continue to be competitive. These impatient, expedient, self-entitled brats will be rocking your worlds for quite a while.