millennials Archives - Page 3 of 3

02
Feb 16
6

Are Millennials Entitled?

Tags : entitlement experience millennials participation trophy

One of the most prevalent stereotypes about more recent workplace generations is that they believe they have a sense of entitlement. Could this be true, or is it just a meaningless stereotype? Many argue that millennials and generation Z (Gen 9/11) are products of the participation trophy era. A societal trend which started in the mid to late 1980’s and grew in popularity during the 1990’s and beyond.

Group Planning Work

Examining this more closely let’s consider values for entitlement across all five workplace generations:

Traditionals (Born 1930-1945) – Generally believe that entitlement comes from seniority. The longer you’ve been in the workplace, job role, or employee classification, the more entitled you become. This is where they see their true value and expertise, in longevity.

Baby Boomers (Born 1946-1964) – Experience matters to baby boomers and when it comes to entitlement they want to side with experience. Many boomers believe knowledge is important but experience is king. Arguably, it may be what they have the most of.

Gen X (Born 1965-1976) – Somewhat stuck in the middle, the generation X population will likely link entitlement to merit. While they don’t possess the most workplace experience and at the same time are not the most recently educated, they tend to occupy the middle and we can label this as merit. Through merit, they are entitled.

Millennials (Born 1977-1994) – Recognizing that they may lack some of the experience of the more seasoned workforce, millennials will likely view entitlement values as being measured by their contribution. If they can contribute and make a difference they should be entitled to as much as any earlier generation.

Gen 9/11 or Gen Z (Born after 1994) – One important quality this most recent generation will bring to the table is knowledge. Keep in mind that earlier generations do not view knowledge and experience as the same, and generation Z will view their contribution as coming from knowledge (likely technology). Solve a problem with technology (saving both time and money) and you are entitled.

What values are driving your sense of entitlement? Societal values are constantly shifting and this is in part what forms different generational frameworks. Could it be that entitlement really depends on what generation is making an observation on another different generation? Do you feel entitled?

Reading this post has earned you a participation trophy.

No, not really.

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

28
Jan 16
3

Can Millennials Sell To Boomers?

Tags : millennials sales selling to boomers tactics

The easy answer is, yes. The harder answer is that selling across the generations may require a certain amount of interpersonal finesse. Many people quickly recognize that there are some differences when selling across the generations and some will quickly jump on the idea that the use of (or lack of use of) technology is a big reason for gaps between earlier generations and later generations. Perhaps technology is a barrier, but even the rival political baby boomers, Hillary Clinton, and Donald J. Trump, tweet.

So what works best? The psychographics associated with any generation can certainly keep the best of the best on their toes, but here are five tips that will help millennials reach across the generational framework when selling to boomers.

Eliminate hoops. Most buyers don’t like jumping through hoops and the boomer generation will quickly get frustrated with any hoops they are expected to jump through. Technology is big for this; things like automated telephone systems, website pop-ups, and multiple log-ins for information are a definite turn off. Most boomers are also not inspired by the mobile phone app craze.
Social proof is not a big factor. Depending on what you are selling, social proof may not be all that important to a boomer. While there is a trend towards seeking information and reviews on-line before making buying decisions, the boomer generation will often resort to old school word of mouth when considering their final buying choice.
Place experience over technology. Millennials and generation 9/11 (Gen Z, iGen) will likely have the most interest in technology oriented solutions while boomers are going to feel more comfortable with what has proven itself in the past. Boomers don’t necessarily want new, they want tested, proven, and trusted. For this reason, talking their language instead of forcing yours will yield the best results.
Believe in what you are selling. This is universal for selling to any generation, including your own. When you are passionate and truly believe in what you are selling others feel it, and for you, it may feel like you aren’t selling at all.
Don’t give up quickly. Boomers have a soft spot for demonstrated effort. Of course, that doesn’t mean they like being pestered, but being appropriately persistent can be a plus. Remember that some stereotypes exist throughout the generations that the more recent generations don’t work hard or value hard work. Be resilient to impress the boomer.

Lastly, remember that many factors go into conditioning the values and beliefs of any generation, including things like rural versus urban living, espoused parental values, and geographic location. Not every person in any generation will fit the generalized values and beliefs the experts often describe, but popular wisdom supports the notion that many do.

Consider these tips and watch your sales to boomers, boom!

– DEG

Dennis Gilbert on Google+

05
Jan 16
-

Change Resisters–Boomers or Millennials?

Tags : boomers change millennials resistance root cause

Many boomers believe millennials resist change. Many millennials believe boomers resist change. Who is correct? Could it be neither?

Consider the following three ideas:

Pace of Technology – Millennials and Generation 9/11 will likely experience more technology advancements and change during their lifetime as compared to boomers. The pace of technology driving change appears to be accelerating.

To-date Reality – At any given moment in time, earlier generations have experienced the most change. After all, they have more years of experience and have lived what everyone from recent generations has lived, plus everything before those generations. (A 55 year old has 25 more years of experience as compared to a 30 year old, but both have experienced the most recent 30 years.)

Saturation – Consider that everyone has a tolerance for the volume or quantity of change, and as many may suggest, differing levels of interest for change. If this is true, it only makes sense that earlier generations have experienced more and may not be as tolerant of, or interested in, change.

Popular wisdom among change experts is that change resistance has little or nothing to do with generations. During a change event nearly everyone, or anyone, may feel a loss of control and a push (or shove) from their comfort zone. It is this uneasy, nervous, and fearful feeling that often causes resistance, couple that with those who have an opposing view and you have the perfect storm for change resistance.

While generational differences may be inclusive of some change resistance, they are typically not the root cause.

– DEG

Dennis Gilbert on Google+

29
Dec 15
2

Generational Inclusion or Diversity?

Tags : culture employee engagement generational differences millennials workplace harmony

Organizations of all sizes are concerned about employee engagement and while some proclaim that employee engagement is a buzz phrase, others know from their own personal experiences that work is not about work / life balance, but more about life style. I’m not proclaiming a workaholic viewpoint, but I am suggesting that work and life crossover, perhaps more than many would like to admit. Those connecting with the Dolly Parton song 9 to 5 may have to shift their thinking.

Generational differences are often labeled as problematic, and it is true that the traditionals and boomer communities may have a different agenda as compared to their younger counterparts. Through informal surveys I’ve discovered that much of the millennial population believes in common and shared effort across teams and organizations, which includes responsibility, accountability, and a good work ethic. Their need to compete is of less concern when compared with their need to matter, make a difference, or have a sense of purpose.

The concept of diversity may suggest division or being divided, when in reality what most organizations need is inclusion. When we think more about how to include the values and beliefs across all workplace generations we are making a conscious effort of inclusion. If we are not thinking about inclusion we may be focused on what is different and the result is segregation not engagement.

Recently I wrote about some of the myths associated with generational differences and age, and it is important not to confuse these two very different issues. So many organizations are trying to understand employee engagement and generational differences because they have realized that it is costing them in terms of both money and people, and they understand that closing this gap means unifying the team.

Societal trends may cause many working professionals, especially those that are representative of the more recent generations, to view their job as a contribution to both society and community. This also may lead them to consider their place of work and level of engagement as a life style choice, not just a job. Considering this, it may suggest that people join an organization for the life style. Shocking? Yes, to some, but it appears organizations that have this figured out also have better engagement and retention.

It often seems the generalized belief is that workplace harmony is created when the breadth of diversity is embraced. Perhaps today’s organizations should focus more on culture changes for inclusion, not diversity.

– DEG

Dennis Gilbert on Google+

15
Oct 15
2

3 Skills Boomers Need To Stay Competitive

Tags : baby boomers change commonalities listening millennials

It is in the news every day. Millennials this and boomers that, millennials are quitting, and boomers need retirement money. Millennials are on their phones, and boomers won’t change. Human resource professionals grow tired of the complaints and the revolving door. While we single handedly won’t solve all of society’s issues overnight, we can take steps to realize the root causes of some of our worst problems and create a path to ease our pain.

Boomers are looking for jobs (and job security) just as the millennials are, and let us not forget traditionals, generation X, and generation 9/11 people. Boomers still represent a large portion of our active workforce, and while large numbers are retiring others are trying to solidify their presence.

Here are three skills that every boomer should be sure they master:

1. Illustrate. Saying is not doing, and being able to talk about issues and taking action are certainly two different things. Boomers need to illustrate that they are eager to learn, that they have empathy, and that they work towards commonalities not just express differences and expect conformity.

2. Listen. One of the most talked about, but often not heard, is the importance of good listening skills. This includes things such as, think before you speak, be curious of the perspective of others, and be patient while seeking to understand.

3. Change. Change surrounds us and it isn’t centered on any generation. While it may be natural to feel some fear when the unexpected occurs all generations need to learn to expect change. Workplace survival may depend on every person being willing to break a tradition, approach something different with an open mind and less resistance, and of course, be willing to embrace new technologies.

If you’ve read this carefully you will probably quickly recognize that there are far more than just three skills to consider. However, when we package them into three specific areas it may help to make practicing to be more competitive, easier.

Are you competitive?

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

22
Sep 15
-

3 Myths That Drive Millennials Crazy

Tags : loyalty millennials money treatment

Millennials aren’t alone; misunderstandings, disagreements, and stereotyping are problematic for nearly every workforce generation. Unfortunately the millennials seem to be the target of more bad press when compared with traditionals, boomers, gen x’ers, and even the emerging generation 9/11 population.

My workplace discussions with most millennials, including those that I’ve coached, have some common themes or myths that quite frankly, drive millennials crazy.

Here are three that make the list:

Expect Different Treatment. Traditionals, boomers, and generation x all seem to believe that millennials expect to be treated differently. What all workplace generations have in common is that they all want respect. Millennials don’t believe it is about different treatment but it is about the commonality of respect.
Not Loyal. Loyalty is a two-way street at least that is what most millennials will tell you. It seems too often that businesses prejudge millennials as being stepping stone employees; those who are only interested in using the job as a stepping stone. Lack of commitment by the organization then leads to turnover of all generations, but especially the vibrant millennial population.
All About Money. Due in part to the uncertain world millennials have faced during their lifetime some are strong believers in get it while you can. The other side of the millennial population perhaps doesn’t feel as much need since some of them are still attending college, living with parents, or with small groups of friends. In other cases, even those who have left the nest may have portions of their expenses still being paid by their parents. Much of this group is just as interested in compressed work schedules and “comp time” as they are paycheck dollars. In certain sectors they are often known to turn down overtime opportunities for more leisure time.

Of course, all of these characteristics are not representative of every person in the millennial generation. There are many variables that should be considered. Including which end of the millennial age continuum they are on, geographic location, and rural versus urban living.

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect. Reach him through his website at http://DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

15
Sep 15
-

3 Reasons Millennials Are Leaders

Tags : baby boomers generation x leadership millennials

Baby boomers (born 1946-1964) are often viewed as occupying a majority of the supervisory space in the workforce. While they enter their workplace every day brandishing a vast amount of experience, they are certainly not the only workplace leaders. Coming behind them we cannot forget or exclude the generation X population (born 1965-1976) who may, as a workplace generation, be experiencing the highest percentage of migration to supervisory roles and who are in their own way representing a new way of leading. However, it is the millennials (born 1977-1994) who may be creating the most noticeable change in leadership style.

Millennials are popular for discussion both socially and in workforce circles; perhaps mostly because they are making an impact on the climate of every other generation that surrounds them. There are many definitions that characterize leaders and leadership. Both experts and popular wisdom are exerting pressure on traditional definitions while also illustrating those destined for new age leadership. Here are three characteristics that are closely aligned with millennials:

Ground Breakers: Much of this generation has only known a world of constant change, and as such the concept of long-term often has a different meaning as compared to those in generations who preceded them. Normal is perhaps not about stability as much as it is about change.
Technology Savvy: Who would have guessed millennials are highly proficient in technology? [Sarcasm] Solutions to most problems are solved through technology by this group. This is in contrast to other generations sometimes insisting technology is the problem.
Independent Thinkers: High energy and low tolerance for a lack of social or environmental values millennials don’t worry so much about following a norm, in fact the norm my exist in embracing what is new or viewed as different.

The millennial workforce represents the strongest influence on the values of what next generation organizations will look like. How will they shape the climate of business, its culture, and organizational values? Can you answer the questions of who is leading or what is the best leadership style?

Are millennials followers who are becoming the followed?

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect. Reach him through his website at http://DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

Newer posts→

Tag Archives: millennials

Feb 16

6

Are Millennials Entitled?

Jan 16

3

Can Millennials Sell To Boomers?

Jan 16

-

Change Resisters–Boomers or Millennials?

Dec 15

2

Generational Inclusion or Diversity?

Oct 15

2

3 Skills Boomers Need To Stay Competitive

Sep 15

-

3 Myths That Drive Millennials Crazy

Sep 15

-

3 Reasons Millennials Are Leaders

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