Millennial parents called Parennials

Introducing the Parennials – Millennial Parents

The first-wave of Millennials—those born in the 1980s and early 1990s—are becoming parents, and like all generations they are putting their own mark on raising children. In this age of generational label overkill, they even have been given their own name: Parennials.

As these Parennials transition to adulthood, they bring with them a brand new style of parenting that reflects their priorities in work/life balance that will affect employers for the next couple of decades.

And there are lots of them—already, more than 16 million Millennial women have children, and the number is growing by 1 million a year, according to Pew. Because they are having children later in life than previous generations—when their career is more established, they may have a better idea of what they want in life, and what they want in work.

If you are an employer of these Parennials, you will want to readjust your programs and resources to reflect their needs as new parents. Here are a few ways employers can do that:

Work to keep childcare stress at bay. An increasing number of workplaces are offering on-site childcare or setting policies that are childcare-friendly. If on-site daycare isn’t possible, offering pre-tax childcare savings or flex spending accounts (FSAs) and financial counseling as parents adjust to the reality of new expenses can help increase corporate loyalty among Parennials.

Set parent-friendly policies and schedules. Harvard Business Review reported, “Some organizations have implemented a policy that no meetings will start prior to 9:30 a.m. or end later than 4:30 p.m. This simple move cuts down on the anxiety surrounding timely daycare pick-up and drop-off, and the expense related to daycare overtime charges. When parents aren’t worried about running late, they can keep their mental energies focused on the business.”

In addition, offering perks such as closing the office early on Halloween, offering job shares (two people work 20 hours per week each) or providing paid time off for parent-teacher conferences and school functions can go a long way.

Invest more in telecommuting and remote communications. Flexibility around how, when and where work is done can all help keep Parennials engaged and productive. Some companies have found that investing in teleconferencing technology can help allow for schedule and work location flexibility while keeping co-workers connected to and engaged in the workplace.

Some Millennial and Generation X entrepreneurs are responding to these specific flexibility needs by creating professional co-working spaces attached to daycare centers or playrooms, such as Play, Work or Dash in Northern Virginia.

Set up workplace parent support groups. A new take on mentoring programs at work are parenting support groups. Millennials are the first generation who can get so much parenting advice online, but using the shared interest in parenting and how to juggle work and life can build bonds between coworkers and present new opportunities for mentorship. The Federal Government’s Office of Personnel Management offers a guide to creating these groups here.

Millennials are giving birth to 5 of every 6 babies today, so as an employer, consider building the programs and allocating resources now to help keep (and attract) the best Millennial employees.

millennials fraud and cybersecurity

Digital-Native Millennials Get Hacked

Millennials — the masters and commanders of the digital world — are putting themselves in cyber peril when it comes to online privacy and security.

It is a bit ironic that these digital sophisticates are being fooled by online scams more than older generations, but new studies by TransUnion, TrueCaller, the Better Business Bureau and other organizations have shown that Millennials are more likely than older generations to be duped by scams online, through text messages and even through phone calls.

TransUnion found that most Millennials (about 85 percent) keep bank account information in their mobile devices and access bank accounts through public, open wi-fi connections. Baby Boomers and even members of Generation X (the generation that tends to trust nothing and no one) are significantly less likely to take that type of risk with personal, financial information.

With corporate financial fraud on the rise through business email hackings, this is not just an issue surrounding Millennials’ personal information and privacy. Millennials’ employers, managers and corporate IT departments should start educational campaigns in their companies to help Millennials understand what’s at risk and how to protect competitive information at work.

Parental Control Backfires

Like many Millennial traits, this can be traced back to how Millennials were raised. Millennials grew up with parents and teachers who protected them in many ways from the dangers of the world. This included parental controls on cable television, websites designed just for youth, parental monitoring services like Disney’s Circle and more. Because many Millennials grew up in a digital world that was safe and largely trustworthy, they did not learn when to be wary or how to protect themselves.

Not all Millennials are the same, however. Within the Millennial generation, there are differences in how older (or first-wave) Millennials and younger (or second-wave) Millennials. First-wave Millennials tend to use security and anti-virus software, password managers and other tech tools to protect themselves more often and more consistently than younger Millennials, according to some studies.

Inevitably, some Millennials will learn “the hard way” about online privacy and safety when they become victims of a scam, they experience credit card or bank fraud, or their identity is stolen. Otherwise, older Millennials, Gen-X members and even Baby Boomers — the Millennials’ parents, managers and mentors — should work to instill some digital fear into members of this generation.

 

 

managing millennials

Why Don’t Millennials Follow Directions?

Often when I’m speaking to managers of Millennial employees, I’m asked, “Why don’t my Millennial employees follow directions?” As a manager, it can be frustrating to give an assignment only to find out a week later that the assignment is not completed, or partially-completed. What’s the deal? There are two things to know about Millennials that can help you with this on-going management challenge: speed and specificity.

Speed

Since childhood, Millennials have been conditioned to receive guidance and feedback at a high degree of frequency.  Instant feedback on their computer-based quizzes and tests, Google searches, texting and Snapchatting with friends has all had a profound influence on the expectations of speed or response. Particularly in school, Millennials were tested, evaluated, graded and given feedback more often than any other generation to date. Older generations indulged in the virtue of patience simply because things took longer to happen back then. Older generations understand waiting. Millennials were not raised in an environment where waiting is a thing. Instant feedback on almost everything is the norm.

As a manager in the workplace,  consider ‘checking-in’ with your millennial employees a few times a day about the assignment that you’ve provided. You might think it is overkill, but to a Millennial, that’s normal. Frequent ‘check-ins’ allow you to assess their ability to stay on task on that assignment you’ve provided them to make sure they understand how to proceed.

Specificity

Accelerating your check-ins is key, but another important element to get Millennials to accomplish their assignments is to provide directions to Millennials with a high level of specificity. Different generations have very different viewpoints on this issue. Boomer and GenXers embrace the notion of doing an assignment their way. They revel in the independence they have—they don’t need a roadmap, they just need a goal and they will likely get it done with little or no supervision. The viewpoint of Millennials is almost exactly the opposite. They are fairly dependent on you as a manager. They want very specific directions on how to do an assignment correctly, and also an explanation for why it is important.

Why is this? It’s because Millennials were raised in a highly planned and structured environment. From childhood, their lives have been heavily managed by their parents. Even their schools advocated a highly planned and structured environment. Free time and play was not something Millennials did—everything was planned for them.  Another contributing factor in their need for specificity is that they hate to take risks and hate to fail. An “opened-ended” assignment for them is viewed as a risk. Their viewpoint is “why should I take a chance on doing an assignment the wrong way when there is probably an already proven way to do it without error”.  Be assured that if there is a YouTube video on how to do something, they are on it.

A LifeCourse Associates survey revealed: “69 percent of Millennials say they like their supervisor to provide them with ‘hands-on guidance and direction.’ Only about 40 percent of Boomers and older Gen Xers said the same.” In response, many companies are doing away with the annual performance review. It is being replaced with more frequent meetings, updates, goal tracking and evaluations with more specificity. Major companies doing this include GE, Accenture, Deloitte and more.

As a manager, make sure to provide instructions that have clear goals and clear process with a roadmap that assures them they are going in the right direction. Providing them with frequent cycles of open and honest feedback will have positive affects — increased loyalty, professional satisfaction and more employee engagement. Millennials will feel valued, cared for and motivated to meet their goals. Incorporating these two simple elements—speed and specificity means they’ll be more likely to stay with the company for the long run, ultimately reducing recruitment and retention costs.

 

second wave millennial using a mobile device

Introducing the Second-wave Millennials

Just as you were starting to figure out how to manage Millennials in the workplace, a major generational shift is underway. Coming to a workplace near you: Second-wave Millennials.

Every generation has a first wave (older cohort) and a second wave (younger cohort). Each wave has slightly different traits because they were raised by the parents of two different generations. Older Millennials are First-wavers (as of 2017, ages 25 to 35), and were raised by Baby Boomer parents. Younger Millennials, coming into the workplace now, are Second-wave Millennials (ages 13 to 24) and were raised by Generation X parents.

As an entire generation, Millennials have broad traits and behaviors that are enduring and unique regardless of the generation that raised them. But within these traits there are subtle differences based on how Boomers raised them compared to how Gen-Xers raised them. These subtleties are apparent in behavioral shifts in the workplace — and managers should take note.

These differences include Second-wave Millennials’ seeming lack of capabilities in written communications for the business world. In addition, face-to-face communication coaching may be necessary to ensure Second-wave Millennials receive adequate training and development regarding eye contact, posture, voice volume, and pace.

In addition, Second-wave Millennials may have challenges around their own ability to solve problems and think critically. Managers may need to provide training on problem-solving processes and tactics.

Lastly, Second-wave Millennials tend to have less self-awareness about their role as a team

member in a workplace setting. Navigating their way as part of a team is often perplexing to them.

Second-wave Millennials, despite these challenges in the workplace, can be developed into incredibly valuable employees. They will give their full loyalty and talent to your company if you invest in them.

CoachingMillennials has been working with a group of curriculum designers to create six training modules specifically for the Second-wave Millennials in your workplace. Our signature program is called “Developing Your Emerging Professionals: Gaining the 4 Skills Required for Workplace Success.”

The workshop covers key skills such as self-awareness, communication, collaboration, and problem-solving. Contact me directly if you’d like more information on this workshop:

warren@coachingmillennials.com, or call (703) 559-9130.

insurance recruiting millennials

How to Maximize Millennials in Insurance

The insurance industry is boring. At least, that’s the way Millennials see it.

Research by the Insurance Institute last year revealed that “boring” was the #1 word Millennials associated with insurance. Those with experience in the industry know that is just not true, but how does the insurance industry break this misperception?  And how can agents and brokers change it?

In many ways, Millennials want from their jobs the same things as previous generations — competitive salary, good benefits and meaningful work. However, Millennials have different priorities and expectations of their workplace and require different best practices to be happy and fulfilled in their career.

Insurance agents and brokers should consider re-thinking their activities to meet these priorities and expectations. These three areas are the building blocks, will be able to attract and retain the best and brightest Millennials.

First Impressions: Digital and High Touch

The first area is getting Millennials’ attention. Doing so will take a coordinated combination of a strong digital presence and a personalized approach to recruiting. This includes a website that is clean, uncluttered, shows the insurance company’s connection to the demands of digital media and showcases the company’s mission and value proposition. As digital natives, Millennials’ first impression of a company often comes digitally. This may mean going beyond a company’s website and focusing on career-focused online presences such as Glassdoor, certain social media platforms and more, in addition to being responsive and approachable both online and off.

Workplace Environment: Teamwork and Positivity

According to the Deloitte Insurance Outlook 2017, technological innovation will be key to meeting challenges in the coming years. Fortunately, digital tools can help with the second area ­of focus — creating and promoting a company climate that is positive and team-oriented. Millennials prefer teamwork over competition and gravitate toward conscientious employers who try to make a positive difference. In addition to showcasing this company culture online as a recruitment tool, Millennials will be more loyal to companies that foster their career development, help them achieve their professional goals and publically value their contributions.

Managing Millennials: Mentoring and Coaching

Once your insurance organization has recruited and hired these top-tier Millennials, managing them on a day-to-day basis with close but nurturing supervision, mentoring and coaching. Millennials desire more hands-on interaction with and more frequent feedback from their supervisors than older generations. Good relationships are key to keeping Millennials engaged, and they are attracted to open and honest leadership that encourages input and collaboration.

To learn more about attracting, recruiting and retaining the best Millennials to your insurance company, get on the list (by providing your email address in our Newsletter sign-up box) to receive a notification when the report, Maximizing Millennials for Insurance Agents and Brokers, is released later this year from the Council of Insurance Agents and Brokers (CIAB). The report will include examples from insurance companies large and small that have found success in this area and specific action items your agency or brokerage can take to engage Millennial employees.

 

How to Attract and Keep Blue-Collar Millennial Employees

Over the past two decades, the nature of hourly work in the United States has changed dramatically — with blue collar jobs making up a smaller percentage of hourly jobs and technological advancement that has yielded significant growth in productivity.

The result: A drastic decline in the demand for blue-collar workers, and a simultaneous “graying” of that workforce. As industries like construction, transportation and warehousing continue to add jobs and grow, being able to attract, train and retain Millennials will be critical to the health of those industries.

Unfortunately for the current leaders in these industries, Millennials — the very workers who in the years to come will be needed to replace outgoing blue-collar retirees — have shown little interest in blue-collar work.

For example, there is a declining percentage of 25- to 34-year-old workers in construction (6.9 percent in 2015, down from 7.9 percent in 2000). According to a 2013 Georgetown University study, 35% of 18- to 24-year-olds worked in a blue-collar job in 1980. By 2010, that share had dropped to 19 percent as the population of people that age in the United States grew.

Why is this happening? In addition to lower demand in some sectors, like manufacturing, blue-collar work has acquired a stigma that drives away Millennials, including stagnant or low wages, a lower quality of life in these careers and more. Millennials who are choosing hourly jobs are often seeking out those that do not necessarily require continuing education or apprenticeship-like training, such as jobs in sales.

How can managers in these blue-collar fields ensure they’re sending positive messages to potential Millennial employees?

Millennials grew up with specific, unique traits that seem to be remarkably inclusive and cut across demographic categories like race, gender and social class. These include being raised to feel special and central to their parents’ lives, feeling protected, believing they can do anything, being team-oriented, and feeling pressured to succeed and achieve.

For hiring managers, this means there are specific, actionable strategies they can use to attract and retain Millennials in their industry. They include:

  • Making Millennials feel like an important part of the team right away by helping them understand how their roles and responsibilities have a positive effect on those around them.
  • Providing counseling and support on life basics such as preparing taxes and saving for retirement, in addition to giving training on “soft skills” so they behave properly in the workplace.
  • Cultivating an upbeat environment and plenty of positive (and frequent) reinforcement that they’re on the right track toward achieving their goals.
  • Equipping Millennials with ways to obtain additional training to advance in their careers.
  • Emphasizing teamwork over individual competition in the workplace.
  • Defining and putting context around how the job they are doing makes a positive difference in the world around them.

In addition, hiring managers must make dedicated efforts in the hiring process to highlight the long-term career potential and growth in these fields. Counter negative assumptions and stereotypes with success stories and early, positive associations. For example, RV manufacturer Thor Industries offers tours to eighth graders and their parents, and also has a presence in schools that lets both audiences know about the well-paid, stable work environment the company provides. The marketing campaign Go Build Alabama, that highlighted above-average earning potential for skilled laborers and emphasized construction as an accessible field to people without college degrees, helped boost applications to apprenticeship programs in the state by 73 percent. Other states have started replicating the program.

Hiring managers should also promote teamwork and leverage Millennials’ team-oriented attitudes. This means recruiting friend groups and creating immersive, multi-day orientation programs that allow time for new hires to bond with their new co-workers. Allow connections during the workday through social media, text messaging and more without assuming these tools are hurting productivity — they can be incorporated into the ways Millennials are used to working.

On an individual level, Millennials appreciate having clear goals and frequent feedback as they work toward those goals. Millennials want tight cycles of feedback (not just a one-per-year performance review) because they have an innate desire to succeed and please those above them.

Managers and executives should also leave the door open for new hires to contribute their ideas. In industries where there may not be much room for this type of input, make it clear how the work Millennials are doing is integral to the team’s mission. Don’t be shy about expressing appreciation for both their work and their ideas. In addition, emphasize how the work their doing helps the larger world or offer volunteer opportunities to increase professional engagement and fulfillment.

While hiring managers of hourly workers in blue-collar industries say the jobs they offer can offer a steppingstone to a fruitful career, it is up to those same hiring managers to convince young job-seekers of this. That requires a new approach to hiring and coaching Millennials.

 

Millennial Engagement, Innovation and Creativity at Work

Almost a year ago, I started CoachingMillennials with two Millennials — my son, Nick, and Georgia Howe, whose father Neil Howe I had the privilege to work with and has done significant research and writing on generations. We continue to research, write and speak about Millennials in the workplace, Millennial issues and more.

This year, we want to tell stories of Millennials who are creative, driven and innovative. To do that, we’re asking to be connected to the hardest working, most inspiring (and inspirational) Millennials you know.

Let me know where you see inspired, motivated Millennials in your workplace, company or organization. Please email me at warren@coachingmillennials.com with your suggestions and connections.

While Millennials aren’t necessarily digital addicts, they are digital natives and are used to both taking in and presenting information in multimedia. We plan to use video, social media platforms and more to let Millennials tell their own stories about engagement, innovation, and creativity at work.

Narrative is an ancient and powerful medium. It inspires and transforms. It plants seeds of innovation and change. A vast majority of workplaces fail to reach their potential. But some do — and we want to go in-depth on how Millennials are helping. What are their stories? How did they do it?

We look forward to finding out from Millennials themselves and sharing with you this year.

Warren

job interview files

Hiring Millennials: 5 Questions to Ask a Millennial Job Candidate, and the Answers that May Surprise You

Millennials place different priorities on what they are looking for in a job. And its not always the priorities you would think.

They place a high value on professional development opportunities; they want to work for companies with values aligned with their own; they like to be trusted that the work will still get done, despite the flexible scheduling opportunities; and, they appreciate transparency, authenticity, and open-door policies in regards to communications and frequent feedback.

With these Millennial expectations and professional desires, it’s imperative that hiring managers ask the right questions to ensure the best fit for both the new Millennial employee and the company, and listen carefully for the answer they might not expect.

The following are some questions hiring managers should consider asking Millennials who are applying for jobs, and the answers they’re likely to get.

Questions to Ask a Potential Millennial Employee

  1. What are your biggest motivators?

Millennials are motivated by more than salary.

While making enough to live comfortably, pay off student loans and save for a home and retirement is important, Millennials are also motivated by the opportunity to grow professionally. They seek out employers who offer well-defined challenges and guidance on meeting their goals. They appreciate mentorship programs and developing meaningful professional relationships. Plus, they are attracted to employers who make they feel like they’re part of something bigger and help them understand how they’re contributing to the greater good in the world.

  1. Describe your ideal work environment.

Millennials may surprise you here. While the stereotype leans toward no dress code, ping-pong tables, free smoothies and lattes and the like, Millennials don’t need those things to be happy. For many Millennials, an ideal work environment goes back to the value they place on teamwork, open-door policies, and transparency and honesty from higher-ups.

  1. What do you value in a job?

The best Millennial employees will tell you they want the things they value — again, teamwork, achievable and well-defined goals, structure and frequent feedback. All of those things loop back to professional development, which Millennials say is a key component in whether they stay with a company or leave.

  1. How do you like to receive feedback?

The stereotype about Millennials is that they are digital addicts who shun in-person communication. But it’s not true. Studies have repeatedly shown that Millennials appreciate in-person communication and want up-front honesty from their colleagues and bosses. A Fortune/IBM study revealed that Millennials prefer face-to-face interaction and in-person coaching and mentoring when they are learning a new skill.

A common answer from a Millennial to this question might be “Frequently.” Companies that rate highly at attracting and keeping top Millennial talent are doing away with the traditional annual review and building feedback cycles into the workflow. (An MTV Millennials in the Workplace survey showed 80 percent of respondents said they liked to receive “real-time feedback” more than getting “more traditional” (often annual or semi-annual) performance reviews. From frequent testing in school to extracurricular activities, Millennials have grown accustomed to knowing how they’re doing at any given point and don’t like the uncertain feeling that comes from waiting for feedback.

  1. What types of things do you want in a boss?

This is a key question. Millennials were raised by a community of parents, coaches, teachers and neighbors — who believed in them, cheered them on, gave them participation trophies and sometimes acted more like friends than authority figures. Millennials may expect a similar relationship with their bosses — friendly, approachable and caring. Millennials want their bosses to look out for their best interest they way their parents did.

Understanding what Millennials want from their professional relationship with their boss — and knowing how likely the boss is to meet that expectation — can go a long way toward ensuring a mutually good fit in the workplace.

 

 

Busting Myths: Millennials have No Loyalty in the Workplace

If you hire a Millennial, you can’t expect them to stay around long. At least, that’s what most employers think when they hire people who are in the early years of their career.

But it turns out that Millennials do not “job hop” any more than young people of previous generations. To the extent that they do “hop”, it is more about the younger employees’ search for their professional strengths, interests, and career paths, according to a study by the Bureau of Labor Statistics.

If you want your best Millennial employees to stick around, you need to understand that for Millennials, loyalty is a two-way street. If an employer is not investing in Millennials’ professional development and satisfaction, there’s a good chance they’ll say, “Adios, amigos.”

According to a survey done by Deloitte earlier this year, 44 percent of Millennials say, if given the choice, they would like to leave their current employers in the next two years — particularly if “there is a perceived lack of leadership-skill development.” More than six in 10 Millennials (63 percent) say their “leadership skills are not being fully developed” at work.

Other reasons for lack of loyalty in the workplace for Millennials are “feelings of being overlooked, compounded by larger issues around work/life balance, the desire for flexibility, and a conflict of values.”

How to Ensure Millennial Employee Loyalty

Fortunately as an employer, you can do things to ensure Millennial loyalty.

Companies should capitalize on aligning company values to the personal values of their top Millennial employees. More than 80 percent of Millennials who plan to stay with their company for at least another 5 years believe their personal values are shared by the organizations they work for, according to Deloitte. This is a strong indication that Millennials choose to work for and stay with employers whose values reflect their own.

Millennials would prioritize the sense of purpose around people rather than growth or profit maximization. This is one of the reasons that the three top fields for Millennials are education, environment and healthcare, research shows.

In broad terms, Millennials’ personal goals are more traditional. They seek a good work/life balance, they want to own their own homes, and they strive for financial security that allows them to save enough money for a comfortable retirement. The ambition to make positive contributions to their organizations’ success and/or to the world in general also rate highly. As an employer, assisting Millennial employees in reaching some of these goals can help engender loyalty.

The companies that are successfully keeping turnover down and instilling a long-lasting sense of loyalty in their Millennial employees seem to have common themes:

  • Identifying, understanding, and aligning with Millennials’ values
  • Supporting Millennials’ ambitions and professional development
  • Having a mentor

The Deloitte survey shows that loyalty to an employer is driven by understanding and support of Millennials’ career and life ambitions, as well as providing opportunities to progress and become leaders. Having a mentor is incredibly powerful in this regard. Those intending to stay with their organization for more than five years are twice as likely to have a mentor (68 percent) than not (32 percent).

Like all generations, pay and financial benefits drive Millennials’ choice of organization more than anything else.

“But when salary or other financial benefits are removed from the equation, work/life balance and opportunities to progress or take on leadership roles stand out. Those factors are followed by flexible working arrangements, deriving a sense of meaning, and training programs that support professional development. An employer that can offer these is likely to be more successful than its rivals in securing the talents of the Millennial generation.”

Every incoming generation changes the shape of a workplace. Boomers brought long-hours and an almost devotional approach to work. GenXers brought work-life balance. Now Millennials are making their own footprint — a flexible, purpose-driven workplace that has lots of professional development opportunities.

 

5 Things Millennials are Thankful For

Being a Millennial isn’t easy.

More so than other generations, members of the Millennial generation are dealing with crushing levels of student debt. Forbes reported that 57 percent of Millennials “regret how much they borrowed” for education, and now it’s delaying Millennials’ ability to buy a home, get married or do other things they want to do.

Yet for all the education they have, their job prospects are perpetually uncertain. More than half of Millennials report being “underemployed,” according to an Accenture survey. Many Millennials are turning to “gig economy” jobs – cobbling together a series of part-time or contract jobs to make ends meet. It’s rare for these jobs to come with benefits for retirement savings or health insurance, which puts more even financial pressure on young professionals.

What keeps Millennials awake at night? Retirement, job security and debt, mostly, according to a study by Charles Schwab & Co.

But in honor of the Thanksgiving holiday, we would like to recognize that Millennials have much to be thankful for. Here are five of them:

Flexibility at Work

While gig economy jobs may not be ideal in some ways, they do afford Millennials a significant amount of flexibility. Millennials like the way being a full-time freelancer or contractor gives them freedom and independence, career development and learning opportunities they believe a more “traditional” 9-to-5 job wouldn’t.

Even within “traditional” jobs, employers are embracing the notion of a more flexible work schedule. Fully half of the U.S. workforce has a job that is compatible with at least some teleworking, according to Global Workplace Analytics.

Technology plays an important role in this dynamic. Thanks to near-ubiquitous wi-fi, the adoption of tablets, newer workplace communication tools like Asana and Slack and the proliferation of co-working spaces, being productive outside the office is entirely possible.

Technology

Thanks, technology! There’s no doubt Millennials have incorporated digital technology into many, many facets of their life. From driving directions to working remotely to staying in touch with friends and family, Millennials are definitely digital natives.

But don’t get confused – being a digital native does not make Millennials digital addicts. While they appreciate what technology allows them to do, they say it does not replace in-person conversations, particularly in the workplace.

Social Awareness

Millennials are the most socially aware generation to date. They put a priority on social responsibility in many areas of their life. When shopping, they are more willing to pay more for sustainable products and services, according to a Neilsen global study.

Companies are paying attention to this trend in the products and services they offer, and in their commitment to the community. More than 90 percent of Millennials want to work for socially responsible companies. And a Deloitte survey showed 70 percent of Millennials “listed their company’s commitment to the community as an influence on their decision to work there.”

Whether a company is seeking Millennials’ dollars or talent, corporate social responsibility is key and a trend Millennials are thankful for.

Understanding and Involved Parents

Financial stress from student loans and job uncertainty means a lot of Millennials are trying to save money on housing by moving back home with Mom and Dad. Some Millennials are using the money they save on rent to pay back student loans faster so they can move on with their adult lives.

Thank goodness for understanding parents! While there haven’t been many studies about how the parents actually feel about this, more than one-third of college seniors in 2016 planned to live at home for at least a year after graduation, according to the job website Indeed. Millennials grew up with parents who were highly involved in their children’s emotional and educational development and activities.

For employers who are looking to hire recent graduates, it’s likely that prospective Millennial hires’ parents are heavily involved in this process. That may mean answering questions from parents, inviting parents into the office and even reassuring parents that your company has their child’s best professional interests in mind.

Optimism and Drive

Millennials were raised with the belief that they could do anything and be anyone when they grew up. Witnessing the United States’ first black president and the first woman at the top of a major party ticket, as well as seeing Millennial successes like Mark Zuckerberg and Sheryl Sandberg, Millennials are ambitious, passionate – and optimistic.

Almost half (49 percent) of Millennials say the country’s best years are ahead of them, but just 42 percent of Generation X members and 44 percent of Baby Boomers say the same, according to Pew Research Center.

That sense of optimism will serve them well both personally and professionally. Optimism has been cited as the single most critical characteristic of successful entrepreneurs. Their optimism may also make them healthier in the long-term, as studies have shown a positive mental outlook has a good affect on cardiovascular health.

For those who are hiring Millennials in the new year, keeping in mind these five things that Millennials appreciate — flexibility, technology, social awareness, involved parents and optimism — will help with successful recruitment, hiring and long-term retention. Millennials will be thankful for managers who coach them, keep their professional goals in mind and allow Millennials the opportunity to be themselves.

4 More Millennial Traits

Last week, we wrote about how Millennials were raised by their parents to feel special, sheltered and confident. Those three Millennial traits mark that generation’s personality, shaped by their parents and the prevailing cultural influences of the times.

But there are four more traits of Millennials worth paying attention to: Team-oriented, Conventional, Achieving and Pressured.

Team-Oriented

There’s a reason why group fitness classes are more popular than ever before: Millennials are the most team sports-oriented generation in history, thanks to the rise of organized sports and parents who focused on group participation activities for their Millennial children. This started early for Millennials, in schools that emphasized group projects and team collaboration.

This team focused orientation set the stage for Millennials’ preference and expectation of working in teams in the workplace. It also sets the stage for managers to play more of a coaching role. The managers who want to attract and retain the best Millennial employees should consider taking on a “coach” role. This means:

  • Building relationships is important, as Millennial employees want to feel like they belong to a team working toward a larger goal or the “greater good” in their career.
  • Cross-generational mentorship is appreciated by Millennials, who want to feel connected to people in other departments, be coached by people with more experience and want to feel part of a community.
  • Embracing open communication and frequent feedback will make Millennials feel welcome and like an important part of the workplace team.

Conventional

It is counter-intuitive to think that “youth” and “conventional” go together. The Baby Boomers led the way in their youth to be unconventional, anti-establishment, and counter-cultural. GenXers followed the Boomers lead by being non-conforming, but in a different, more rule-avoidance way. Millennials, on the other hand, are a truly conventional generation in may respects.

Gallup research revealed, “In addition to finding steady, engaging jobs, millennials want to have high levels of well-being, which means more than being physically fit. Yes, millennials want to be healthy, but they also want a purposeful life, active community and social ties, and financial stability.”

Millennials are waiting longer than their parents and grandparents to get married, have children and buy homes, but not because they don’t want to follow the conventional path of owning a home and raising a family. Millennials are delaying those things due to economic circumstances, i.e.–student loans and tenuous employment situations.

For employers, this means providing Millennials with predictable, stable opportunities to grow their skill set, and a clear career path. Millennials don’t like to “wing it”. They would rather have a plan that extends well into their future and know what to expect for their long-term development. Make sure you provide plenty of opportunity to explain benefits like health insurance, 401ks, and other benefits. Research has shown that Millennials tend be the most conservative when it comes to investing their money. They save at a higher rate than other generations, and are less likely to have their money in the equity market.

Achieving

Millennials want to achieve. Contrary to the common media narrative, they are an ambitious generation that wants to make a difference in their lives and the lives of others. As previously noted, Millennials’ parents were more involved and more positive in many ways when it came to how they were raised. Parents had high expectations for their Millennial children, that they can achieve anything they put their minds to and the sky is the limit

This was reinforced as they became older with historical markers that would have been improbable in the past, such as the first black president, the first female Presidential nominee of a major party ticket, and a wildly successful Millennial entrepreneur Mark Zuckerberg who transformed the way all generations communicate.

Another indication for this ethic of high achievement is their education level. “Millennials are on track to be the most-educated generation in history,” according to the Pew Research Center. In 2015, about 27 percent of Millennial women had a bachelor’s degree or higher by age 33, and 21 percent of men did. Those are higher percentages than Generation X, the Baby Boomers or the Silent generation by age 33.

So, how does an employer manage an achieving generation? First, never dumb down your message for Millennials. It is condescending and they will see right through it. Set high standards in performance in the work that they do. Be clear about benchmarks and reward them at each step of the process, not just upon completion of a goal. Remember—Millennials grew up in a 24/7 news cycle, texting and IMing. Speed and frequency is important.

Pressured

A lot of that high-achieving attitude Millennials have comes from the pressure they feel to achieve. A survey conducted by Inc.com revealed 67 percent of millennials said they felt “extreme” pressure to succeed, compared to 40 percent of Gen-Xers and 23 percent of Boomers.

In addition to having highly-involved parents and frequent “measurement” of their progress in school, Millennials feel pressured to succeed at a younger and younger age. “In a strange way, the fact that most millennials’ parents raised them thinking ‘the sky is the limit’ and ‘you can do anything you believe you can,’ then when they don’t immediately find success, they feel bad about themselves, and pressure to ramp it up,” wrote Dr. Rose Kumar.

In the workplace, this means recognizing the stress that they are feeling. A stable salary and clear expectations of their role goes a long way to reducing this stress, and can really improve performance, but smart companies are taking it up a notch. Wellness workplaces, programs that encourage physical exercise, a balanced diet, meditation, and a healthy social network are all part of a growing trend in the workplace that all generations can benefit from.

One common theme that runs through all four of these traits is the need for employers to set clear expectations. Research performed by Gallup found that one of the strongest correlations to workplace performance was an employees ability to understand what is expected of them.

Employers shouldn’t “wing it” when it comes to attracting and managing Millennials. Have a plan. Be clear. Think long-term.

Can the GOP Win Back Millennials Before 2020?

Millennials comprise the largest generation of eligible voters this fall. Nearly half of Millennials refuse to identify themselves as Republican or Democrat, but the majority of Millennials are planning to vote for Hillary Clinton on Nov. 8.

Will the GOP be able to recover the Millennial vote before 2020?

Representing 31 percent of the electorate (more than 69 million eligible voters), Millennials are more likely than older voters to favor strong communities, look for collaborative solutions and trust the government. Millennials willingly accept many social trends that some older voters may find threatening, and are more likely than older generations to be optimistic about America’s long-term future.

The Millennial Vote: 2016 and 2020

The reality is that the Republican Party has lost the Millennial vote in 2016. “Millennials back Hillary Clinton over Donald Trump by more than 3-1, a new USA TODAY/Rock the Vote Poll finds, but enthusiasm about voting is dipping as a sharply negative campaign enters its final weeks,” USA Today reported this week.

Recovery by 2020 is still possible, but only if the GOP changes the party narrative and resolves its current identity crisis. Some Republican leaders argue Millennials agree with the GOP on certain issues and an appeal more toward individualism and away from divisive social issues will bring Millennials back into the Republican fold.

However, some argue this change is more of a fundamental shift in values. A 2015 Pew report revealed Millennials who identify themselves as Republicans are less conservative than GOP members of older generations.

For a more in-depth look at the Millennials and the GOP — and how Republicans can reconnect with this generation — download “The Millennial Generation: Who They Are and How the GOP Can Connect with Them” below by providing your email address.