Misunderstanding Millennials

I had previously written about the divergent views of that HR professionals have of Millennials and the internal perspective GenY’s have of themselves.  Today I add an additional piece to the puzzle based on the research of Stewart D. Friedman, Wharton professor and author of “Baby Bust,”

First the author points out that as opposed to most generational comparisons that contrast the perspectives of a group of 40 year olds and one at twenty this is a longitudinal study that compares the outlook of the same age group twenty years apart.

The first question was whether or not the participant planned to have or adopt children.  In 1992 that figure was 78% in 2012 it plunged to only 42%.  For those see this as confirmation of their opinion that Millennials are self-absorbed, lazy and uncommitted the next statistic I hope will inspire some to reassess their ill-conceived assumptions.  In 1992 graduating student expected to work 58 hours each work where their 2012 equivalents now project work demand to consume 72 hours.  Millennials are not only hard working they expect to invest 700 extra hours each year in their careers.

Now here is the message for all of you trying to attract these blue-ribbon benefactors.  Their desire to have children has not changed.  They still want families they just don’t see how it is possible to be a responsible parent and meet their fiscal obligations as well. 

The solution (as is with all great solutions) is to ask those current employees with young families “how could we make this work/life balancing act easier“?  Maybe the answer is flex time, onsite daycare, or working remotely.  The solution may be as counterintuitive as adding responsibilities that energize or eliminating stupid rules that suck the life out of otherwise exceptional performers.  (#5 in creating the greatest workplace on earth).   One additional insight that is true for both sexes but even greater for women is the desire to do something that serves the greater good. I have seen this as a significant if not primary motivation for employees at both ends of the spectrum.  Boomers like myself are thinking less about leisure and more about legacy while those just beginning their careers value purpose greater than profit.

Be understanding, encourage flexibility, inspire accountability and provide a place where every role is imbued with a sense of purpose.

“Those who have a ‘why’ to live, can bear with almost any ‘how’.”
― Viktor E. Frankl, Man’s Search for Meaning