• http://www.tashalester.com Tasha Lester

    Interesting article. 

    I do not think it has anything to do with motivation but a lot to do with us waking up to what’s available to us.

    I am a millenial and recently graduated from grad school.  I launched my consulting business because of future workplace trends. We are currently in a workforce trend in which people get paid for services.  So, I know that an employer would rather pay a consultant than someone else’s salary. This is not my opinion but a fact.  I was taught this during undergrad.

    My mom is a baby boomer.  The trend back then was to focus on completing your HS diploma, landing a government job, or joining the military. Why?  They lived in the industrial era and it doesn’t take a rocket scientist to work on an assembly line. That era is no more.  Now the game changed and everyone must have a college education to do anything.

    More education means more options and us millenials are starting to create our own way. It has nothing to do with laziness, we simply don’t believe the hype and we have more options than our parents did.

    Why jump on the “work” wagon when we can create our future? 

    Tasha Lester, Human Resource Development Consultant
    http://www.tashalester.com

  • Anonymous

    maybe it’s the workplace itself that is the problem?  I’m a “late” boomer, began working “regular” jobs at 22 and have seen the rise of technology and other major changes.  but it is still get up, commute to work, go home.  true workplace flexibility is still a ways off. corporate management is still stuck in the last century.  read daniel pink’s “drive” to understand how people are motivated and how management needs to change to truly engage employees.  corporate management doesn’t “trust” employees and seemingly lazy millenials will keep that image fresh in manager’s minds.  the one thing that does seem to characterize millenials is their entrepreneurship.  this is important as the corporation as we know it will change dramatically in the next few years.

  • Dustin Leszcynski

    “The new challenge for managers is not only finding ways to engage Millennials in workplace culture, but also bridging the gaps that exist between employees of different age groups.”

    This is the most telling statement in the entire article IMO. A leader that can effectively adjust their leadership style based upon whom he/she is directing is a skill that transcends all shifts in the labor market.  

  • http://twitter.com/lruettimann Laurie Ruettimann

    This stock photograph cracks me up. That is all.

  • Mike Cook

    John: I really like this piece for a number of reasons though primarily because you surface the issue of judging any generation in the context of another. I often ask middle aged managers “Well how do you like them, they are your kids?” They look at me strange when I ask but in many cases we, the older folks raised our children to not be like us, not to get so caught up with work, to speak your mind rather than operate out of fear etc. When we encounter the product in the form of someone else’s kids rather than explore the difference in perspectives and the benefits it brings all we can see is that we don’t know how to relate to a work force that is not motivated or manageable by fear. So sad.

  • http://twitter.com/ditchobama ditchobama

    I am a Gen X worker, and we are more self reliant than the Boomers or the Millennials- and the media beat up on us too. But people wonder why the Chinese are outpacing us? Because the typical Chinese worker grew up in poverty, not with a big screen TV and an Xbox in their bedroom! They didn’t have helicopter parents that fought every battle for them.

    What really angers me is that Gen X had to wade through years of the old ways of doing things to finally get a chance to take the reigns, but now we are left with a workforce that doesn’t do anything but text message and social network.