A Millennial on a Mission

This is my first article on LinkedIn...well, anywhere for that matter...and is also from my distinct point of view and is neither sponsored by nor connected to my current employment.

With that being said, I have a confession to make: I AM A "MILLENNIAL"! Yes, it's true, and I'm not ashamed of it! However, I can't help but feel that sometimes millennials get a bad rap, especially in the workplace. We may be known by some of the following stereotypes: entitled, technologically savvy, job hopping, lazy, etc. I'm sure the list could go on for pages but I think you get the point. I believe these stereotypes, whether they be perception or reality, have put millennials at a disadvantage when trying to enter the workforce or (possibly even more importantly) managerial positions. My solicitation: Give millennials a chance and they may just surprise you!

What is a millennial?

To understand a millennial, I think a little background needs to be given, just so you can become familiar with who we are. Millennials are typically considered those who are born from around the early 1980's to the mid-1990's. While some millennials may remember the days of electronic typewriters, floppy disks, Oregon Trail, or the original GameBoy, others haven't experienced such awesome legacies. That's how fast technology has progressed during our lifespan! Just in a few decades, we have now escalated to mini laptops, flash drives, Minecraft, and the Nintendo Switch. We've all likely heard sayings like "change is the only constant" or "change is inevitable", but change is a fundamental characteristic of a millennial.

Another important factor to consider when familiarizing yourself with millennials is understanding who raised them. Many have younger "Baby Boomers" (early-mid 1940's-1960's) or older "Gen X'ers" (early-mid 1960's-1980's) as parents. Personally, my parents both came from the end of the Baby Boomer era, but couldn't be more different. My father was a high school drop-out, has mainly had skilled trade jobs (cars/mechanical, steel work, etc.), and is now living on disability. My mother graduated from high school, but didn't attend college, and has worked for the same company for 30+ years. Baby Boomers are beautiful byproducts of the Great Depression and World War 2, which is a big reason behind some of their own stereotypes of stability, risk aversion, "old-fashioned values". They are already retiring and will continue to retire in mass quantities and could be putting pressure on our Social Security system, putting more uncertainty on those they've raised.

Now, uncertainty...that's another huge factor to consider when getting to know millennials. Unfortunately, we've grown up in the dawn of numerous wars, school shootings, and economic bubbles and booms. We've seen the nation's first African American POTUS, our current POTUS (uh...let's not talk about him), and even a cryptocurrency called Bitcoin. Volatility abounds and our future is all but certain and we are almost left to our own devices to secure a decent living/retirement (as things like pension plans are only remnants of the past).

A personal preview

Again, I'll paint a picture of my personal experience that has led to putting these thoughts down, in hopes that a lesson can be learned by some. I graduated from high school in 2003. I went to a junior college for a year to fast-track and finish my associate's degree before I left on a 2-year church service mission. Afterwards, I spend about a year working in Texas (due to not just feeling ready to go back to school yet), but then restarted my studies at a university in the Fall of 2007. I completed dual bachelor's degrees in Human Resources and Economics by Spring of 2009. Finally, I completed dual master's degrees in Human Resources and Business Administration by Spring/Summer of 2011. Based on some studies, "...those whose parents have no education beyond high school are considerably less likely to succeed than those whose parents have completed a bachelor’s degree." So, odds were already stacked against me and I had to procure my own resources to make it through college. But, I think one characteristic of millennials that may often be overlooked is they are hungry to learn. This can be an incredibly valuable asset to companies. HR and L&D are playing a constant game of catch-up when it comes to adapting to the learning needs of millennials. If millennials are "fed", it will help them be more satisfied with their employment and likely more productive.

Now, from a professional standpoint, I likely fit the millennial mold from an outsider's perspective. From exiting the collegiate world, here's a quick overview of my tenure with the companies I've worked for: 1 year, 9 months, 5 months, 10 months, 3 years & 3 months, and 1 year with my current employer. Can you say RED FLAG to employers? Millennials are known as job hoppers, as previously mentioned, but I'm surprised at how many people don't ask the simple question, "WHY?!" Once you give a millennial the chance to explain, the picture may become more clear. For me, my first job wasn't in my chosen field of study. However, I wasn't going to be the "typical millennial" that was going to wait for a handout or couch surf with their parents or friends. I was married and needed to support my family, so I got a job to let my wife finish her education. Afterwards, my job changes were progressions in position, responsibility (depth or breadth), and compensation. I covered HR admin, to HR specialist, to HR Manager, to HRBP and Worker's Comp. In the 7 years since graduation, I have also almost tripled my overall compensation package. Not only that, but I have also been able to experience a variety of industries: non-profit, restaurant & entertainment, marketing & advertising, transportation, and retail. While I may look like your typical millennial on paper, I would argue that with my progressive educational and professional background I look more determined, motivated, and ready for a challenge! That red flag is looking more like a green light to me!

So what...?!,

You can judge a book by its cover and get pretty far, if you want to take the easy route but not possibly get the best bang for your buck. I mean, like many millennials, I like recognition and find feedback very valuable. That information is useful. However, if you want create an investment out of those you hire, I would suggest to dig into the book and ask some tougher questions. Both sides may very well end up being the benefactor.