Millennials – Understanding the Way They Work

If you are an HR leader, you may have realized that millennials differ from previous generations. Even though they’ve been in work for years now, they remain an enigma to some. They’re simultaneously regarded as lazy and ambitious; entitled and principled; disloyal and committed. So what is the truth about millennials in the workplace?

This article explains how millennials differ from other generations, what they expect from a job, and how you can keep them engaged at work.

Millennial Generation Defined

According to Merriam-Webster, millennials are people born in the 1980s or 1990s. However, a survey by the Pew Research Center has identified that these generations are less likely to identify with this generational term when compared to previous generations, such as Generation X or baby boomers.

Most descriptions about each of these generations are based on stereotypes, but there are numerous studies that reveal common characteristics among each generation. However, it is important to bear in mind that much of the research is based on Western demographics and there may be differences among other cultures when it comes to work habits and preferences.

For example, a 32-year-old millennial from a large city like New York is very likely to have different expectations and needs than a millennial of a similar age from a small town in Japan.

Nevertheless, knowing the context in which each generation grew up can help you understand why millennials typically differ from their older colleagues. This also contributes to breaking down barriers between the demographics in your organization.

Generations and Their Characteristics

Baby Boomers

People born between 1946 and 1964 are considered baby boomers. The name results from post-war times when soldiers returned home after World War II, deciding to start a family which resulted in a rapid rise of births. According to U.S. Census Bureau data, there were an estimated 73 million baby boomers in the U.S. in 2020.

One of the common characteristics of people belonging to this older generation is that they take pride in their work. They are less likely than younger generations to embrace remote working, preferring more formal and traditional work settings. Having experienced intense competition for jobs at the start of their careers, they can be more competitive than younger generations, and they tend to be dedicated to their work.

Generation X

The birth years 1965 to 1980 gave rise to Gen Xers. The transition from analog to digital technology started while they were growing up, making them typically more able to adapt to new tech compared to their boomer counterparts. This generation is often described as the first latchkey kids – children who spent more time alone or with friends while their parents were working.

As a result, they have a do-it-yourself mentality and are capable of working autonomously. This makes them typically suited to take on responsibility in an organization. But despite this tendency, they also value work-life balance more than older generations.

Millennials / Generation Y

Millennials, sometimes known as Generation Y, were born between 1980 and 1995. Being the first generation to grow up surrounded by digital technology, they are also referred to as digital natives. They are already the largest generational cohort in the U.S. workforce.

Growing up, millennials experienced the Great Recession of 2008, 9/11, the expansion of social media, and the rise in internet connectivity and mobile devices. Many of them graduated only to find few opportunities in the job market. When combined with student loan debts, it’s no wonder that millennials are said to be living from paycheck to paycheck.

As digital natives, millennials are frequent smartphone users, often preferring to use mobile apps to handle everything from grocery shopping to flat searching. This preference spills over into their work lives too.

Millennials are perhaps best known for wanting more from their employers. They are used to the convenience afforded by digital technologies and therefore have an aversion to repetitive work, drudgery, and micromanagement. Although some have viewed this characteristic as entitlement, their no-nonsense, tech-driven approach to work can be a good thing. Millennials are likely to thrive on innovation and look for new ways of approaching challenges, which is a boon to employers who allow them enough freedom.

Another frequently cited characteristic of millennials is their drive to find purpose in their work. A Society for Human Resource Management study found that 94% of millennials want to put their skills to use for a cause. They want to feel like contributors to something meaningful, which means you will need solid company values to keep them engaged.

Generation Z

Generation Z are the people born between 1996 and 2010. They have much in common with millennials, having grown up with digital technology and social media. For the first time, we have a generation who can’t remember the days before smartphones. However, they have also been shaped by major global events, such as the COVID-19 pandemic, geopolitical tensions, and a rapidly evolving economic situation.

They are the most diverse generation in history and they are typically more sensitive to issues such as mental health and sustainability. Like Gen Y, they embrace change and innovation, a place a high value on flexibility and work-life balance.

As more and more Gen Zs become young adults and enter the workforce, it’s vital that companies adapt their HR policies to meet their needs.

Generation Alpha

After Generation Z comes Generation Alpha. This is the age group born after 2010. While this generation is only just starting high school, it won’t be long until they enter the workforce, bringing their own expectations, values, and attitudes to work.

3 Myths about Millennials

As the stereotypical image of millennials remains static in many people’s minds, millennials are still thought of as young people. In reality, the oldest millennials are already in their 40s, and every generation changes over time. Perhaps it’s time to rethink some of the cliches about this generation. Let’s debunk some of the myths about millennials.

1. Millennials are lazy

The cliche that millennials are lazy likely stems from their aversion to tedious, manual processes. Thanks to technology, they are used to convenience in their daily lives, whether they are shopping, applying for jobs, or going through bureaucratic processes.

Is this a bad thing? Not necessarily. This desire for convenience fuels innovation in millennials. They seek better, more efficient ways of working. The COVID pandemic also revealed that, even when working from home, millennials can be productive. Contrary to popular belief, they don’t need someone looking over their shoulder while they work. On the contrary, micromanagement only holds them back and can lead to a higher turnover rate among this generation of workers.

2. Millennials are entitled

More than previous generations, it is often said that millennials are entitled. They typically expect to earn more. They seek jobs with benefits such as remote work. And if they don’t get what they want, they’re more likely than any other generation to job hop.

To begin with, there are blurred lines between what counts as being entitled and what is simply having higher expectations. The feeling that millennials are entitled is subjective and indicates a mismatch between their expectations and those of previous generations. But is it really so bad to strive for better conditions for everyone?

For a start, millennials are the most education generation, according to the Pew Research Center. Despite that, they are less wealthy than previous generations and are half as likely to own a home as young adults were in 1975. With qualifications in hand and the burden of student debt that comes with them, it’s only natural that millennials might expect higher wages.

With the oldest millennials now having 20-odd years of job experience, more and more of them are starting to take on management roles. It will be interesting to see whether this new generation of leaders will put their ideals into practice and whether this will change the perception of “entitled millennials” in years to come.

3. Millennials are not resilient

Previous generations are known for their stoicism in the face of challenges. As a result, millennials (and by extension Gen Z) are often regarded as being less resilient.

Indeed, millennials have been found to be the most stressed generation. This is hardly surprising, considering that many have had to juggle multiple jobs. This ‘hustle culture’ could actually be seen as proof that millennials do possess a higher degree of resilience. Millennials have shown time and time again, through events such as the pandemic, that they can adapt to difficult situations at least as well as their predecessors.

5 Tips on Millennials at Work

Millennials are the biggest generational cohort in the US. They currently account for 35% of the global workforce, which is expected to rise to 75% by 2025.

With this in mind, any successful company culture must take the expectations and habits of millennials into account. Here are some helpful tips about millennials in the workplace.

Hiring Millennials

85% of millennials search for new jobs online, and 48% use social media. Make sure that you have an attractive online career portal and promote your job vacancies on social media as well as online job boards.

Millennials are also likely to check a potential employer out on review platforms such as Glassdoor before sending their application. This makes it all the more important to cultivate a positive candidate experience and employee experience to make your company more attractive than the competition.

Managing Millennials

Millennials enjoy two-way relationships where both sides have a say. They prefer to be coached rather than micromanaged. They are also known to set clear boundaries when it comes to work-life balance.

The best way to manage millennials is to speak to them as equals. They value feedback, so setting up regular performance reviews will help you to understand what they need to thrive. Talking through goals, both personal and at a company level, will help you get the best out of this generation of workers.

Millennials and Career Development

At this stage in their career, millennials are quickly moving from being fresh starters to experienced and dependable employees. To make this step, they need support in the form of training and career development. In fact, according to Gallup, 87% of millennials say that professional or career growth and development opportunities are important to them in a job.

If you set out a clear career path for millennials in your company, you will lay the foundations for your next generation of leaders.

Millennials and Collaboration

Teamwork is important to millennials and, growing up with social media, they are no strangers to online collaboration. They are effective at working remotely but also value the social aspects of meeting their colleagues face-to-face.

If possible, allow millennials the possibility to work at least some days from home and provide them with the tools needed to effectively collaborate and share ideas online. If a job requires them to be present, cultivating a positive work environment with opportunities to socialize with colleagues outside of work can can a strong positive factor for many Gen Y workers.

Retaining Millennials

Millennials are the most job-hopping generation. This often comes down to one of two things. Either they are disengaged, or they don’t see sufficient opportunities to grow in their current role. If they aren’t given responsibility or chances for a promotion, then job-hopping becomes the easiest way to get a pay rise.

Set out a clear career path for your millennial workers. Show recognition for their hard work, and reward them for going the extra mile. A small pay rise from time to time won’t hurt either and is often more cost-effective than replacing an employee.

Adapt Your HR to Changing Demographics

As the majority of people in the job market are millennials, it’s more important than ever to set the stereotypes straight and discover what they’re actually looking for. In this respect, cliches are rarely helpful in understanding demographics. Moreover, as generations get older, reality often changes faster than perceptions: Today’s “entitled youths” will be tomorrow’s business leaders.

The best strategy is to make sure your HR processes are flexible enough to adapt to changing expectations on the job market. HR software can give you the platform to do just that, whether you need to step up your recruitment efforts, update your leave policy, or give employees a self-service portal for daily tasks.

Modernize Your HR With flair

If you’re looking to get the best out of your millennial employees, flair can help. Our HR and recruiting software helps you attract promising new employees, streamline daily HR operations, and improve employee engagement.

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