So it’s sort of my job to talk about us young ‘uns. Laughably so, if you could see me and my Bonnie Raitt gray streak. But I thought I might try talking about it from a millennial’s POV. Instead of trying to figure out what they want, why don’t I just tell you what I want?
1) Need for speed. I get so frustrated during job hunts (for myself) and as I recruit. I can’t support this
with any scientific data, but I believe that many millennials are heading to SMBs because they are just plain faster. When I go in and have a great, exhilarating, three hour, four person interview, I want the stinking job man! Don’t leave me hanging. In the aforementioned interview, which actually happened, I found out THREE MONTHS LATER that they wanted to hire me. I was their first choice. Too little, too late.
2) Challenging work. I currently recruit for technology positions, and I hear this a lot as a tech need but I think it goes beyond that (I also think it goes beyond my generation, but that’s not what this post is about). What I do know is that creativity and challenging work is essential for me and my fellow whippersnappers. Once we master a skill, we’re ready to learn a new one, even if you don’t think we’re quite there yet. So, guide me to about 90% of the skill I think I’ve mastered and introduce a new skill for 10% of my time. Keep using this ten percent rule until I have learned several new skills. This makes me a great asset to your company and keeps me busy and out of the soda fridge.
3) Change. Do not confuse challenging with hard. Do not confuse drudgery with progress. My generation has seen a literal whirlwind of change. If you need drudge work done, I highly recommend you find a high school student or an intern to do it. College grads and young professionals struggling under the burden of ever-weightier school loans do feel they are owed something better than glorified data-entry, telemarketing or filing. If you insist that your millennial do these menial tasks, I suggest investing in killer training. Even telesales can be fun if you learn from the best. Hire professionals who speak of their craft as if it’s well. . .a craft, to train your team. And make sure you highlight how this will help them all during their career. Change can also take the form of scheduling. If you can’t offer great work, at least give them the opportunity to do it from Starbucks.
4) Quid Pro Quo. There was a time when a job equaled security. That time is sooooo no longer. I distinctly remember hearing about this coming “trend” in sociology class in college. So not only is my generation aware of it, they are trying to educate us about it. If there is no security, then loyalty is severely affected. To get loyalty from your millennial, you must earn it. You may have heard this before, but you need to tell the Hiring Managers. Ready? We don’t want the job as badly as you want us to take the job. Shocking?? But true nonetheless. Now, I know I sound so stinking arrogant you want to reach through your computer and strangle me. But I’m asking you to take that (misdirected) rage and turn it around. You need us! We are good with technology (us), great with your ever expanding customer base (us and slightly older us-es who want to be cool) and are learning (even now) how to market to our younger counterparts (mini-us). So give us just the tiniest bit of respect.
5) An iron fist in a cotton glove. Yes, I am saying it. Millennials need someone they can respect. Period. But you can’t sugar coat it. Set immediate expectations and ensure that your millennial workforce knows they are non-negotiable. It’s very much like parenting in a way. The boundaries have to be there, but it’s also important to pick your battles.
Oh yeah – don’t forget a steady supply of Smartees. (any candy will do, ask your millennial)
Maren -
Good thoughts. As a HR pro who hires a lot, here’s the only part of what you outlined that grinds me a little bit – “If you need drudge work done, I highly recommend you find a high school student or an intern to do it.”
I get the thought – my only issue is the definition of drudge work. Every job, even mine, has a good amount of drudge work that you wouldn’t put on the brochure, but is a reality. What’s the best way to give you a realistic job preview, and hold my head high when I am selling a job that you’re going to have to do grind work, just like me?
Your take is consistent with others I have read, and that area’s the only one that make me cringe….
Thoughts?
On the cusp but still considered a millenial despite the fact I want nothing to do with that label… I have to say I’m on the same page as Kris. Everyone’s job has drudge work. I started out my HR career as a file clerk – but a handful of years later, here I am working my way through the corporate ladder with much success. The foundational experience of filing, stuffing open enrollment packets, etc… I will never forget the papercuts I gained by the mounds of personnel + benefits paperwork I had to file away… but let’s say it built some character.
I always beef with candidates and young-ish staff who have an outrageous sense of entitlement that you shouldn’t have to do the grunt work. We all do grunt work and I personally never am going to be too big to have to stuff an envelope or pull files. I carry my own weight and expect others to as well. The trick for getting through it is to be innovative and find a way to automate or be more efficient in getting it done.
In my experience the only time the issue of grunt work comes up and the idea of “I don’t do that” is when the culture of the company reinforces that the bigger my title the less hard stuff I have to do.
If the boss is in there formatting PowerPoints when necessary and doing the “grunt work” – the issue seems to evaporate.
The message has to be… there are no small jobs – only small people.
Unfortunately, there is still this impression that the higher up the ladder you climb you do less of the stuff you don’t like. I’m guessing most people would hate to find out that it is the opposite of the reality. I probably do more of the stuff I don’t like and less of the stuff I really, really like. Trade off?
I agree with all of you. I think the distinction is in Paul Herbert’s “when necessary”. That’s the difference. As I said, invest in killer training for the “grunt work” and make sure it is not the WHOLE job. If the position doesn’t contain some element of going somewhere (and include activities that hint at that, rather than superfluous promises from the boss) then you may have lost them, whether you think it’s fair or not.
Another thought on this is in reference to company culture and pulling your own weight, most Gen Yers will start taking out the trash if they know their ideas are being heard and given some respect. Long winded way of saying it works both ways.
I’m a Gen Y – smack down in the middle of it actually – and hate grunt work like nobody’s business. But i do it… i put one foot in front of the other and plow through it. 1) i know it will teach me something, even if it’s that i hate grunt work, 2) it makes me appreciate the fun “meaty” work i get to do in my job. No job is perfect, it’s all about what you make of it. Naturally i have found ways to work around the grunt work, or rather streamline it so its not as time consuming… thus leaving me time to do the things i enjoy about my job.