Seeing as we started this week off with a recap of the Mashup's final session, it seems only fitting to wrap things up by reflecting back on the first-- The Millenials: Myths and Realities. But before we do, I should admit that as a millennial (and yes, we do hate that term), I did have a personal stake in seeing some of the myths discussed below get debunked. That being said, I felt the panelists (a well-spoken assortment of successful twentysomethings), provided enough insight towards the demo, both as employees as well as citizens of the world, that even an unbiased observer could come away with a little more confidence in (at the very least, a better understanding of) the multitude of Millennials coming to a workspace near you.
The Panelists
Ryan Healy (Co-Founder, Brazen Careerist)
Nadira Hira (Writer, Fortune)
Reena Nadler (Program Manager, LifeCourse Associates)
Saaret Yoseph (Editorial Assistant, The Root)
Moderator
Mike Dover (VP, Syndicated Research, nGenera)
Myth: Millennials Feel Entitled
It's no secret that Millennials have a different attitude towards climbing the corporate ladder than the generations that came before (with twentysomething CEOs who can blame us?), but that doesn't necessarily mean we're looking to avoid earning our way to the top. We just expect the ascent to happen sooner than later. Healy suggested that it was this sense of self-confidence that was being confused with entitlement (he credited parents for instilling us with the belief that we can do anything we set our minds to). Yoseph took a slightly different stance, conceding that Millennials were high-maintenance, but this was only because we were high-performing as well (i.e. willing to work on nights and weekends.)
Myth: Millennials Expect To Become Rich And Famous
As Millennials came of age there was a fundamental shift in the perception of who was considered a celebrity-- first, with the advent of reality TV and then with YouTube. But, as far as our desire to join that culture? Healy said Millennials are much more concerned with our personal brand and what we project on the scale of social networks (i.e. Facebook, LinkedIn, Twitter). Nadler added that if you look at who's influencing Gen y, it's parents and professors more than celebrities (echoing what we heard during the SurveyU preso on Gen Y's political influences).
Reality: Millennials Come With Helicopter Parents
Whereas Gen Xers would opt to go it alone once they reached college, according to Nadler, Gen Y is much less willing to take a risk if it isn't validated by an authority figure. Yoseph explained that we appreciate the safety net that comes with a support system. Parents, in turn, have responded by becoming increasingly involved in their children's lives beyond high school. On a positive note, this closeness has translated for some into a better relationship between Gen Y and Boomers at the office allowing for mentorship opportunities. There is a point, however, when involved becomes too involved. Nadler said she's heard both college administrators and employers begin to complain about parents' heightened presence. Finally, there are some employers who have wholeheartedly embraced the shift. Nadler cited a recent army campaign that co-marketed to parents as well as potential recruits with the tagline, "You made them strong. We make them army strong."
Myth: Millennials Are Post-Racial
This myth was actually a point of contention among our panelists. While Yoseph agreed that Gen Y was a diverse community, she wouldn't go so far as to say we've become post-racial. In fact, she argued Millennials gave themselves more credit than they were due, engaging in cultural tourism rather than a deep understanding of race. Healy, however, argued that we were nearly there and cited our strong reaction against Sarah Palin, whom he called a culture warrior type, as evidence that we were already in, if not heading rapidly towards, a much more progressive place.
Reality: Companies Could Benefit From Reverse Mentoring
Hira (who wrote a piece on attracting the Gen Y worker for Fortune) traced one source of generational workplace tension to the fact that Boomers feel like when they went to work they came in, put on the suit and played the game. Now they're wondering why Gen Y isn't doing the same. As for the strain between X and Y? Chalked up to good old-fashioned sibling rivalry. But, when it comes down to it, are Millennials' suggestions for the workplace really such a bad idea? One issue that came up multiple times was Y's need for constant praise: (one survey showed more than 60% of Millennials wanted feedback once a month or more on their work). But, as Nadler pointed out, who wouldn't benefit from more feedback? Other points mentioned were flexible hours (working from home on Fridays) and informal attire (to Gen Y, casual doesn't mean unprofessional.)
In Conclusion
While Millennials are by no means perfect employees (several panelists pointed to a problem taking on a leadership role), they do have a lot to offer. Not only as smart, capable individuals, but as a collective whole with big ideas about business and business culture.
