The Advantage in Millenials

Recently I had a special long lunch conversation with my oldest daughter who has been going to school and working full-time for the past two years. Because of her acting capabilities, she was given a special opportunity to work for a very large, global corporation.  In the process, she got her first taste of corporate life.  She’s 21 years old, which makes her a part of the much-discussed Millennial generation.

"With this Millennial generation, their moniker has become a curse."
 
The description Millennials is an oft used term describing a very different generation.  I don’t remember ever being described by my generation unless it was for statistical purposes.  The previous generations were mostly defined by their technological differences they grew up around (such as Cars, Color TV, Atari, Walkmans, CDs, etc.).  There were many questions on each of the previous generations being impacted by the technology.  However, there was little more than motherly quotes of "I just don't know about this generation of young people.".  With this Millennial generation, their moniker has become a curse. 

"I don’t think we get you ..."
 
I decided to take this opportunity to say to my daughter over a Vietnamese Pho, “I don’t think we get you (Millennials) and I think you can give me a lot of insight on how to get you.” These words opened a floodgate of pent up desire to explain my daughter's point of view on work and life in general as a millennial.

Here are four takeaways she provided, that I found very insightful.  With her permission I have quoted her.
 
1. Experiences not ladders to climb.  In their work, Millennials are looking for experiences.  They are also concerned that there may be experiences being missed and so they spread their options to get to many experiences.
 
"So many older generations believe that you work your way up and then you're valued.  We want to contribute to the growth. We want to contribute to the important growth. We want to feel valued."
 
"Opportunity for growth and promotion are key BUT you must set clear goals. Structured room to grow must exist and we need to know exactly what it takes to get there."
 
2. Need to be heard - Communication and collaboration is key because they want a sense of input.
 
"Meet individually regularly with your employees. Ask, 'What are your ideas?'...Obviously you cannot do every idea that comes up, but creative partnership is what we want.
She suggested to ask questions like “how can I do better? What could this company do? What would our client appreciate?”

3. Be positive always even when you have a difficult message.
 
"I like feedback, but this needs to be done different. Do feedback from a place of caring. Keep feedback positive because we value this type of feedback. It’s meaningful the way you speak to your employees."
 
4. Don't be a boss - be a partner
 
"At the least, we want someone to value us. We want our work to be a partnership. We care about the success of the company and our careers. We want relationship. We are emotionally involved. We don’t like the “boss” to employee. We want to be a partner."
 
Some Insights:
 
The more I speak with clients and read about Millenials, the more that I know that both sides are not adjusting well to change.  With any interesting dilemma both Millennial and previous generations have valid points and gaps in their logic.  The main difference is that the four points above were thoughts I did not think I could have until I "arrived".  Once that self-defined threshold became true, then I thought I could ask for these things.  Now, I know it was perfectly fine to expect them all along. 

Here is the kicker, if you do not offer these four things, a Millennial will not tell you.  They will simply leave or become disappointed. 

Here is the kicker, if you do not offer these four things, a Millennial will not tell you.  They will simply leave or become disappointed.  More than ever, we must treat employment as a partnership that is not co-equal.  We have to design healthy culture which will serve all generations well.
 
Being Millennial is not a design for misbehavior or laziness.  There is a significant demand for meaning/purpose, strong communication, accountability, healthy conflict, and trust.  The leaders who grow healthy cultures will be the next successful leaders, because they leverage the advantage in this new generation who demand it.  Millennials are nothing less than marketplace disruption that is both a big opportunity with a steep downside if neglected.

The leaders who grow healthy cultures will be the next successful leaders, because they leverage the advantage in this new generation who demand it.