Forgive me, first off, for focusing yet again on millennials in the workplace. We’ve admittedly done more than our fair share of stories and blog posts on this demographic and what they need, and apparently aren’t getting from many employers.
But it seems no matter how much we write, or how much we study them, we simply cannot get our heads around these younger workers, generally born between 1980 and the early 2000s. Do they come to work with far too many expectations and little regard for established protocol? Are they one of the sharpest generations, or not so? Do they communicate well on paper and face-to-face, or only through their mobile devices? Then there’s the million-dollar question: Are they loyal or are they going to leave their jobs as soon as something else looks more interesting?
We’ve all certainly heard and read about the latter, haven’t we? It appears to be a worry that’s been plaguing employers for some time now and hasn’t been letting up much either. Indeed, both our January-February cover story, “Millennials in Charge,” and our soon-to-be-published April cover story, “Engaging Gen Y,” mention this age group’s propensity for job-hopping. So does a recent Aon Hewitt study that finds nearly half of all working millennials intend to find new jobs this year.
But then come all the counter findings: the most recent from the U.S News & World Report’s Money site suggesting “the reality doesn’t back that up at all.” In fact, writes columnist Alison Green March on that site, “a report from Oxford Economics [written about on the Forbes site] found that millennials are no more likely than non-millennials to leave their jobs in the next six months.”
Just last month, HRE Editor Dave Shadovitz blogged about another study, this one from IBM, suggesting “millennials change jobs for the same reasons other generations do and are no more likely than older colleagues to leave a job to follow their passions.”
So who are these guys? And should we be worried or not? Better yet, are we simply overthinking all these demographics and putting way too much stock in the latest survey or study?
I put all this to my 30-year-old son who will have been working as a mechanical engineer at a firm in Philadelphia for eight years this April. Count ‘em: eight. First job out of college and he’s still there. That’s way more loyal than most studies indicate.
He’s a good texter, but he also communicates extremely well face-to-face. In his words: “I don’t really waste time thinking about those studies, but I do hear that about my generation from time to time.” Yea, the way I figure it, he’s way too busy flying to site visits and drafting up building, systems and circuitry designs to spend much time reading about how likely he is to job-hop.
“The generational-studies thing, I don’t really get it,” he says. “Seems like they do that with every new generation, right?”
Well, yes, but his generation seems to have gotten the lion’s share of attention, I tell him.
Then again, haven’t millennials always gotten the lion’s share of our attention? I’ve read that about us baby boomer parents in a number of studies as well.Twitter It!