The Incriminated Millennial
View(s):Millennials. The word, the generation, the topic that has academics, professionals, trainers, and gurus abuzz. Out of curiosity, prior to writing this article, a quick Google search was done, of the word ‘millennials’. A quick scroll through Google Images, and I found a majority of images that depicted young teenagers posing adventurously, tongues sticking out, taking selfies, staring at their phones, dressed provocatively, and looking disgruntled at a work desk. The numerous blogs and articles available are mostly negative, informing the reader about the many evils of the millennial generation, and the potential challenges they can bring into the workplace. In this week’s article and the next (in two weeks’ time), I will be discussing certain aspects of millennials in the workplace.
The term millennial in itself is an ‘anomaly’, as there is no consensually agreed upon definition for who millennials are. The exact range of birthdates denoted by millennials is undefined, the starting point varies between 1970 to 1980 and the ending point ranging from 1995 to 2000. However, it must be noted that when organisations debate on millennials in the workplace, they are mostly referring to young people who have entered the workforce in the past few years, young people in their twenties, born after the year 1990.
Negativity
The amount of negativity surrounding millennials has grown to such an extent that young people today are almost defensive in dissociating themselves from the generic millennial group. I have come across young people who fiercely declare themselves to be “Gen X”ers trapped in a “millennial body”, trying hard to separate themselves from the generalisations about their generation. On the other hand, we have young people who consciously adopt and thrive on the generalised millennial characteristics, using their “generation” to justify their controversial behaviour.
Is the negativity associated with millennials justified? Is it right that this generation is almost incriminated, for presenting the traits that they do? Is it right to generalise an entire generation? Is it right that at forums and discussions, the emphasis is on the generation being difficult and unyielding? In reality, the research on millennials is mixed; highlighting as many strengths as potential weaknesses, yet our conversations focus only on the negatives. Yet, instead of focusing on the strengths that millennials bring such as their search for meaning, for bringing about social change, for diversity and cohesion, we, the older generation focus solely on the negative characteristics of the generation.
What we need to consider as leaders, organisations and societies is that millennials did not grow to have these characteristics in a vacuum. The characteristics they portray are the result of parenting styles, teaching styles, societal structures, and a lifetime of experiences that cannot be undone. As parents, we have indulged young children, granting their wishes and supporting them in their dreams. Schools have inculcated a competitive spirit; schooling has become a rat race where each child is to finish first. From a tender age, children have been exposed to choice and options – whether it be on TV, or in supermarkets. Within contemporary culture, individuality and freedom have been promoted as the way for life. The youth has responded, and the consequences of the world they’ve lived in materialise as some of the characteristics associated with millennials today.
Moving on
Where do we move from here? The numerous blog posts I’ve referred to at the beginning of this article, carry within its folds much advice on how to manage millennials and work around their supposed flaws and weaknesses. What is also important, as you work with millennials in the capacity of an employer, educator, or parent, is not view young people through the lens of judging their millennial characteristics. After all, if we look through black-tinged glasses, all we see will be black hued. Each young person we work with, deserves the opportunity to create an impression of their own without being judged for the characteristics of the generation they belong to.
Similarly, to the millennial who is reading this article, be conscious that any animosity and judgment you perceive from the older generations is rooted in significant differences. Your effort to be flexible and aware of the older generation when working with them will go a long way.
In closing, the incriminatory stance on millennials needs to be removed permanently. As leaders and organisations, we may benefit from adopting an accepting and flexible outlook on this new, unique generation. After all, Gen X’s were originally loathed by Baby Boomers, and Baby Boomers were probably much loathed by the predecessor generation as well. Let this adult generation be the one secure enough, and open-minded one enough to see opportunity and focus on potential in the young generation that is taking over our institutions.
(The writer is a Business Psychologist and is the Founder of Forté Consultancy, and the author of ‘From Crisis to Character’ and the co-author of the recently published book, ‘RockStars: Growing Stellar Performers in the Organisations’. She can be contacted via email on rozaine@forte.lk)