It Takes A Village

Millennials in the workplace.

A hot topic of conversation that deserves a favorable plot twist.

Rewind to ground zero. The term Millennial, widely credited to authors William Strauss and Neil Howe, was created in 1987. [1]

It is often acknowledged that Millennials are a generation raised with a more nurtured upbringing. Terms and behaviors like “Cocooning” and “Trophies For Participation” helped to define this perspective.

I’d like to point something out in contrast though. More so than any other generation, they grew up with very busy parents.

The economy has long forced average couples with children to both work, there’s just no way around that. In November 2016, the US Census Bureau published study findings that roughly 32% of children under 18 in the US lived in a single or no parent household, so the trend is has followed them into adulthood. [2]

Through the heavy scheduling, parents kept coaching sports and leading scout troops. They kept active with school and family functions. They had to manage a news cycle that was in a downward spiral.

It’s easy to forget that Millennials grew up in the era of 9/11 and constant terrorism. School shootings became commonplace, but they saw no one protecting them. They took note of politicians fighting about policies, but never compromising to move our nation forward. There’s no need to wonder why millennials can have reservations trusting leadership. Actually, that skepticism is pretty contagious these days.

Many millennials were coming of age during the Great Recession. They did so as our most educated generation. Maybe it’s by default then, that they are our most underemployed generation. They are, by and large, home renters rather than owners, and in 2016 became the generation with the most single mother households. [3] 

In 2025, millennials will make up 75% of our workforce. [4]

As someone that takes the responsibility of leadership seriously, I’d like to dispel some myths I’ve encountered about our most culturally diverse generation. Sharing experiences can help us all understand each other. Let’s foster environments for every generation to thrive in our workplaces, so they can all prosper in life.

Stereotype 1: The millennial generation was over-nurtured.

Let’s think this through a bit. Often, the childhood of a millennial included quietly caring for themselves before and after school until their parent(s) return from long work days. Single parents may only see their families for a couple hours, at best, on some days after returning from their second job.

Coinciding with this is the fact that Millennials had considerably elevated scholastic demands compared to any generation, by far. Not even close. As students, they were pushed. Let’s appreciate the magnitude of the demand (and accomplishment!) in this area.

Homework for millennials was demanding and stressful, while a considerable portion of these youth traveled between separated parents. This impacted their time, but also their minds. Sometimes, parents found their kids studying a new subject, or new approach. Think of how confusing that must be when your parent can’t help with your homework, or until they do some research first. Students would naturally question why it would be necessary knowledge.

Yet, our academic institutions are still forced to chase successful standardized test scores in pursuit of federal dollars allocated by standards set by bureaucrats. This was an unwelcome addition to the scholastic workload.

With these factors impacting family time, parents needed to capture quality time with family somehow. There is no good cause to minimize this, ever. Love and nurturing are needed on both sides, and there is no greater priority, outside basic survival. This is raw humanity, the essence of life.

Stereotype 2: They don’t respond well to being directed, and seem quiet or withdrawn.

In my experience, millennials are active team players. Remember though, they were raised to “question authority” from their Gen X and Baby Boomer parents. Sound familiar? This is healthy and smart advice, so let’s accommodate their ability to do so.

Start by being a personable and approachable leader. Get connected with your staff. This applies to every age group, but is a crucial step to building rapport with millennials. Being personable and approachable is relevant to everyone, everywhere, for every leader.

Yes, I am talking directly to you .

What I have found, is that this generation welcomes mentoring. Keep in mind that this looks very different than lecturing with unsolicited advice. It may take steps to build the trust it takes for someone to be open to such guidance. I’m okay with that, because I am confident in my intent and abilities.

First, engage them. Learn about them as individuals. Each person has unique viewpoints and challenges, so be prepared to give them the benefit of the doubt, rather than reacting to things you can’t relate with. The best leaders listen and learn from their staff.

Next, accept them for who they are. Show this in your dialog and behavior. Identify their strengths and where there’s opportunity for growth.

Finally, give them a reasonable project or challenge. Let them know you’re empowering them with this, and that you see something in them that makes you believe they will excel. Remind them that they have a support system. Then note their development.

As you learn their habits and potential, open dialog about it. Discussing potential is very personal, supportive, and complimentary. Encourage them to learn, suggest ideas, and be open to constructive feedback they may have on how you can more effectively teach them. This is far more valuable than any degree you may have.

Once they feel this trust, you’ve opened the opportunity to guide them. They will enthusiastically accept your challenges. A progressive leader will discuss some benefits of a challenge, and will inquire about benefits the associate encountered that weren’t initially touched upon.

This engagement creates a connection, and a synergy in some cases, regardless of generation. This is good leadership.

If an idea they offer in the workplace is not viable because of collateral challenges, possibly a negative impact to a process in another department, tell them the details of that. Open their thinking to a bigger picture. Watch their curiosity blossom!

Stereotype 3: Millennials are a less “hands-on” generation.

I would argue that what they have their hands on has changed in the first place. A criticism regarding the alleged lack of mechanical aptitude is easily countered with the argument of how they excel in their digital aptitudes. In fact, we rely on their savvy in this arena. Let’s not take this for granted.

When I hear criticism about millennials committing less to memory, I can’t help but feel our technological advances enabled this. This generation doesn’t know a world without internet access. Almost any information we want is just a few clicks away. I believe this reduces the sense of urgency to memorize something that isn’t interesting to an individual. I feel this way, why wouldn’t they?

Stereotype 4: Millennials don’t have assertive work habits.

This is easily debated with acknowledging their unique perspective on improving how something is approached, by first analyzing a scenario thoroughly before “rolling up their sleeves”. This isn’t lazy. This is progressive. Isn’t that how businesses evolve? It’s simply a different approach than the “Get ‘er Done” attitude. I find this habit of assessing a task or situation before reacting as practical, and it generaly seems to be common practice to them.

I admire the millennials I work with. They often have a fresh approach that can lead to process and workplace improvements. They feel empowered to offer potential solutions, and LOVE to contribute. They are respectful and performance-centric.

It is a joy to work directly with them, bringing their ideas into fruition, learning from their fresh ideas and perceptions, and creating a team environment that is comforting for them to embrace and grow in. Make no mistake, they help me grow as well, as does every generation of worker I work with. That’s what should be happening in the workplace.

Continuing the Conversation

Let’s come together to enable Millennials to become the most fulfilled generation in history. They’ve already proven their worth, abilities and potential. They think differently, thank goodness. I’m sure we can agree that our world could use some of that right now.

I openly invite you into this dialog. Share your experiences. Let’s rethink the misunderstandings.

It takes more than parents to help our younger generations grow into the leadership roles of tomorrow.

It Takes a Village. 

? 2017 Mike Hoernlein

References:

[1] Strauss, William; Howe, Neil (2000). Millennials Rising: The Next Great Generation. New York, NY: Vintage Original. p. 370. ISBN 0-375-70719-0. Retrieved October 17, 2013.

[2] United States Census Bureau (November 17, 2016) Retrieved October 31, 2017 https://www.census.gov/library/visualizations/2016/comm/cb16-192_living_arrangements.html

[3] Pew Research Center, Facts about Millennial Households by Richard Fry (September 6th, 2017) Retrieved October 31, 2017 https://www.pewresearch.org/fact-tank/2017/09/06/5-facts-about-millennial-households/

[4] Brookings.edu, Brookings Data Now: 75 Percent of 2025 Workforce Will Be Millennials by Fred Dews (July 17, 2014) Retrieved November 1, 2017