The millennial myth – have we gone too far?

I just participated in a virtual speaking event where I was delivering a keynote presentation on how to build female talent from the bottom up. In other words, how to create a culture that women not only gravitate to, but excel at climbing the corporate ladder. How to create a place where women see a path to succeed and where they want to take responsibility for their own careers.

The opening speaker was a dynamic millennial sharing the strategies, the things we need to know to more fully engage the millennial generation. Now, no doubt, this is good to know information, after all millennials are now the largest generation, the ones we are hiring, and the very ones we are dependent upon to serve our members, lead our companies, and fill our retiring positions.

But as I listened to this young man talk about how millennials need flexibility, they need rewards and recognition, they need to be able to work on their own terms … all I could think is are we short changing them? Are we underestimating this millennial generation? I also thought okay, we are not out here demanding things of millennials because we are overly tough leaders. We are demanding things of them because we have members to care for, and a credit union to run. 

Then I thought, what about us, their leaders, their employers, how come no one is talking about what we need? How come no one is coaching millennials on how to please us? After all, we are the ones “paying” these millennials to come to work and do a job. After all, it is called work…

Now again, I am listening and I understand we need millennials. I also heard what this speaker was saying, if we do not do what the millennials want they will simply quit, do contract work, or move home with their parents. But  I have to wonder how long can they do that? It all sounds great now when you are twenty or thirty years old. I mean living with your parents when your parents are young, vibrant and have plenty of money may be a perfect situation now, but take it from a boomer who is caring for aging parents, things change and the money runs out.

I have been at countless events, and on a number of webinars where I hear the millennial position, and I am “schooled” on why the rest of us need to change to better fit the millennial generation. And while I understand to some degree, it makes me wonder if we are really doing our millennials a favor by treating them as special or different than any of the rest of us? 

There is all this talk about millennials being entitled, self-centered, and wanting to move ahead too fast, but I have to laugh, I mean why are we blaming them didn’t we give them that idea? After all, we raised them to be the center of the universe, and now we are being coached to create workspaces where that same idea continues. 

Where are millennials going to be once their boomer bosses retire, their parents start needing caregivers, and the parental money runs out? Where are they going to be twenty years from now, if we do not step to the plate, be leaders and stop treating them like they are some unique and different generation. After all, didn’t we all think we were unique and different – whether you had long hair and played folk music, or you ripped your clothes to look more like Madonna, we all thought our generation was different. At some point we had to grow up, raise the kids, pay the bills, get a job and move out of our parents home. Thankfully, someone taught us how. 

I am all in favor of making some concessions: flex time; lateral job moves; working from home, even mini-retirements. I think that we need to start leading our credit unions, help millennials make the transition, and create a culture that meets both our needs and theirs.

3 Strategies To Ensure Millennials Engage

No Two Alike – I think millennials get a bad wrap when we label them “entitled” or in deep need of instant gratification. Sure some may be that way but not all, and it is not fair to assume they are all alike. We need to create a culture that invests in them, gives them some room to both enjoy their lives and their careers, and gives them some room to express themselves, all while setting expectations and limits. When we do that, we will attract the best and brightest millennials, and the ones with values and a work ethic that matches ours. 

Two Way Street –The one demand that most millennials make that I think is spot on is to have some ‘skin in the game.” They want a voice, to have their ideas heard, and their energy put to good use. We all want that, millennials are just smart enough to demand it. But with that comes the responsibility to ensure work gets done, and ideas turn into bottom line results. If you want to create a culture that attracts the best and the brightest you have to create a two way street. Learn to lead by asking questions, get their input and ideas. Remember, people support what they help create. 

Takes Two To Balance – Yes, millennials deserve reward and recognition, but they need accountability too. Accountability is the key to the success of any individual and for any company. Without consequences and expectations we cannot grow, learn or develop, More importantly we do not build confidence, and without confidence, your parents basement is probably as far up the home ownership ladder as you are ever going to go.

So yes, I get it, we need millennials, but I believe they need us too. Need us to buck up, be the leaders and the grown-ups we know to be. We need to stop being afraid of this generation, and instead embrace our role and theirs. Together we can learn from one another, and build an exceptional culture together.

Remember boomers, you are developing the generation that will both protect your retirement and care for you in your aging years! Isn’t it time you stepped up to the plate and took charge?!