By: Jessica Schirripa
A millennial milestone has officially arrived!
Millennials have finally surpassed baby boomers, as well as Gen Xers, as being the largest current generational influx and domination into the American workforce. Perhaps that is why the economy cannot bounce back? These over-educated, underpaid, technologically reliant 20 somethings are drowning in debt and flooding the marketplace in search of opportunity.
Adults between the ages of 18-34 years of age make up approximately 1 in 3 industry professionals- which is expected to continually grow as more and more college goers graduate.
The effect, which more millennials contribute to the ideas behind work ethic, is creating a cause for controversy as businesses are forced to evolve. Whether it is more digital marketing, social influence, or flexible work schedules, the entrepreneur spirit is replacing the middle man and middle class.
Work-life balance stood as one of the top priorities and issues of importance when weighing out the options for accepting a position. Many millennials have felt taken advantage of due to the economic status as they work internships for longer terms, extensive hours, no down-time, 24/7 email contact, and of course, under value paychecks. With integration of this balance, it’s to be understood that work can take place anywhere at any time- but does it actually happen that way? Or is it a massive-blur?
If companies and businesses give that much flexibility, as people are more connected than ever before, does that give them the right to suffocate you with more responsibility? Employers are using other individual motivating factors to potentially dangle more opportunity amongst the competition. Is customization the right way to go for each individual if you are an employer looking to utilize personal strengths and weaknesses accordingly? Or is that environment the problem?
Lindsey Pollak, The Hartford’s millennial workplace expert and author of the bestseller “Becoming the Boss.” reiterates, “Millennials have gotten a bad rap as being lazy and entitled,” but Pollak argues that is not what they expect in the work environment. Millennials want to know that work is a place of growth and development, where they can “find their purpose and be passionate about what [they] do.”
When asked in The Hartford study how an employer could demonstrate it was invested in helping them advance at the company, more millennial respondents chose training and development, feedback and coaching over cash incentives. Despite the constant wave of possibility, more millennials have a desire for stability. Millennials admire and want to work with other generations to gain perspective.
“We are in a time of transition from command and control to whatever is going to be the millennial style, and I don’t think anyone really knows what exactly that will be yet,” said Pollak. “I think what will happen is a meeting in the middle.”
