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3 Tensions Employers Must Get Over With Millennials

Business and organizations of all sorts that are being led by Baby Boomers (and now even Gen X'ers) all seem to be trying to nail down the nuances and balances of hiring and working with Millennials.

This post is far too short to address all the existing tension points and the reasons behind them, but here are a few quick expectations employers need to get over being frustrated about and figure out how to work with. Because, well, they are NOT going to change.
  1. To have a voice. Think about it. Millennials have never been without a voice. Ever since they can remember they can post their opinions. Blogs. Facebook. Twitter. Instagram. They have always been able to make known and share what they like or disagree with. They know nothing other than being able to express their opinions. From their perspective, it's a way of contributing. Employers, get over your frustration with this and provide avenues for younger employees to voice their opinion. Sure, they might not have the best ideas all the time, but they are sure to have some. If you cannot provide these avenues you are sure to lose your most gifted younger employees. It's that simple.
  2. To have flexibility. We all realize that certain jobs require rigid hours and limitations to freedoms. However, if flexibility is not offered where it can be employers will be the ones who lose. Employers, realize that Millennials want to devote their lives to something greater than themselves and they would love nothing more than to do that where they work. Many (of course not all) will work late at night on their own initiative or wake up earlier than they ever would for social activities to do their job. When employers are able to provide flexibility with schedule they will likely find the productivity increase among their Millennial employees. And, most, will also see creativity and and overall collaboration increase as well.
  3. To have responsibility. Too much has been written about how Millennials avoid responsibilities. Sure, there are clearly chasms in how generations think about certain things but they are not afraid of assuming roles that have impact. If they want anything, it's impact. Impactful roles within any organization come with weight and responsibility. Employers who draw up "areas of responsibility" rather than "job duties" or even "job descriptions" experience the beauty of hiring Millennials. They provide avenues for Millennials to contribute to the daily operation and overall strategy of a company. 
It's in these ways that smart employers are working with Millennials (versus against) and are therefore experiencing the benefits of having them on their team.

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