We have all heard stereotypes about Millennials now that they are in the professional world where their realities are wildly different from the ones Boomers knew. They prioritize things that don’t make sense to Boomers because their environment has different demands.

How do they compare with those who were their age in the generations that came before them? According to the Pew Research Center, despite a reputation for job hopping, Millennial workers are just as likely to stick with their employers as Gen X workers were when they were the same age. Roughly eight-in-ten each of Millennials ages 22 to 37 in 2018 (79%) and Gen Xers the same age in 2002 (77%), reported working for their current employer at least 13 months. About half of both groups said they’d been with their employer for at least five years.

Since Millennials are now the largest segment in the workforce, making up 35 percent, it would be beneficial to your organization to stop believing the stereotypes and try to understand them as a strong talent pool.

Here are some questions to reflect upon to determine how you may attract and retain Millennial:

  • Instead of condemning Millennials on this tech “obsession,” how could our businesses benefit from it?
  • Instead of bemoaning the fact that Millennials want jobs that help others around the world or to fulfill an inspiring mission, how might companies expand internationally or stay informed about volatile economic pressures worldwide by tapping into that global, millennial perspective?
  • Instead of saying that Millennials must face reality and simply work hard, can you address their listlessness, at least to some degree, by offering more captivating and meaningful work?
  • Instead of thinking that their desire to think outside the box breaks the rules, consider letting them try things their own way, and even make mistakes?

So, at the end of the day, as much as millennials appear different than older generations, at the core, their desires are similar. They want to feel valued and see value in their work.

As always, your feedback and ideas are welcome and much appreciated.

Yours from the front lines,

Perfect For Staying Focused

– 6 Ways to Attract and Retain Millennial Workers
How are CIOs handling this generation? Read this CIO Magazine article about six things you can do immediately to attract and retain a strong Millennial talent pool.

– What Type of Cultures Attract Millennials?
How do you create an environment that attracts and retains Millennials? To learn more about the changes needed in organizational culture to attract and retain these workers, read this business.com article.

– How Can an Organization Attract Millennials?
If you want to attract Millennials, you have to show them why they should work for you instead of themselves. View more in this TED Talk.

– How Do You Engage Millennials?
Now that you have attracted Millennial talent, how do you engage them? Read this INC article.


– My new favorite life quote:
I quite often speak with my millennial clients about who their role models and heroes are. I think Shiza Shahid’s quote captures that generation’s philosophy perfectly:

“There are no superheroes, just us. We are the ones we’ve been waiting for.”
by Shiza Shahid, Malala Fund

Last newsletter, I heard from several of you that you would like to learn more about how to be more authentic. You may find helpful reflection in this Forbes article.

– My new favorite leadership book:

Managing the Millennials: Discover the Core Competencies for Managing Today’s Workforce. This book has a wealth of informative tables and convenient end-of-chapter summaries that make it a valuable everyday reference.
by Chip Espinoza

– My new favorite business book:

For an interesting book on follower-ship, read The 100X Leader: How to Become Someone Worth Following.
by Jeremie Kubicek