Promising or perilous? Exploring the future of Millennials in the workplace

January 19, 2014 1 COMMENTS

More than a few HR professionals have combed the Internet, consulted their peers, and examined their own experiences as they search for a crystal ball capable of revealing the future of the millennial generation in the workplace. Some HR pros see enormous potential in well-educated, confident, passionate, energetic, and collaborative team players, while others see the youngest employees as high maintenance—workers who are inexperienced but still feel entitled to high salaries, generous perks, and constant feedback.  Millenials

With all that’s been written and discussed about the youngest generation in the workforce, it’s easy to forget that generational groups are made up of individuals and that not all characteristics assigned to a particular group apply to everyone in the group. It’s certainly possible—maybe even common—to find Millennials who don’t fit the stereotype, but stereotypes persist nevertheless. It’s also tempting to think that some of the workplace inequalities affecting older generations are no longer an issue for today’s youngest workers, issues such as equal pay for men and women in the same jobs. A few recent studies shed some light on where Millennials stand in terms of pay and opportunities as well as the stereotypes they face as they take their place in the workforce.

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Getting the most from Gen Y: Research delves into the Millennial mindset

March 17, 2013 1 COMMENTS

by Tammy Binford

Consider the modern workforce: The up-and-coming Gen Y Millennials sit alongside Gen Xers, baby boomers, and even a few 70-and-older workers who’ve decided to delay retirement or skip it altogether.

Researchers tout an era when four distinct groups inhabit the workplace—those born in 1945 and before, the boomers born from 1946-1964, Generation X born from 1965-1978, and Generation Y born from 1979-1997. Granted the oldest generation makes up a tiny slice of the workforce and many employers won’t have all four age groups represented, but age diversity is a reality that savvy employers can use to their advantage—if they understand what makes people in various stages of life tick. read more…

How to Match Millenials with Mentors: Part 2

June 19, 2011 0 COMMENTS

Last month, Allison Duke discussed the unique aspects of the Millennial workforce and the benefits of having a traditional mentoring program for these workers. Since Millenials aren’t traditional workers, this month, she explores other ways of structuring your mentoring program, starting with . . .

Reverse Mentoring

With reverse mentoring, Millennials are matched with executives who can benefit from the younger employees’ skills. For example, Millennials have more experience with social media than any other generation, and they can be a tremendous asset to executives who need insight into new ways to reach their customers. read more…

How to Match Millennials with Mentors: Part 1

May 15, 2011 0 COMMENTS

By Allison Burgess Duke

As a college professor, I am asked constantly how to deal with the work ethic (or lack thereof) and the entitled attitudes of Millennials, the newest generation entering the workplace. According to the Pew Research Center, Millennials are those individuals born after 1980 ― the first generation to come of age in the new millennium. In less than five years, Millennials will make up almost half the workforce.

The Millenial Workforce

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