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On Millennials

I was excited to see Cliff’s name pop up on my caller ID.  I was hoping that he wanted me to join him in a round of golf.  Well, he did present me with a great opportunity, but golf would have to wait. 

 

Cliff told me that he had met a guy named Chris at a Porsche event.  He said that Chris, a millennial, had written a book on Millennial Happiness.  He went on to say that  Chris needs help launching his book.  He thought I would be a natural connection for Chris.  I agreed, and Cliff made  the introductions.

 

Chris and I made contact and scheduled a meeting at The Corner Bakery Café in Buckhead.  I enjoyed our visit!  He told me that after graduation from Vanderbilt he joined a major consulting company.  Although the money was good, he did not have a life.  He wasn’t happy, so he quit his job.   Instead of looking for another job, he launched a project to write a book that would help Millennials create a life of happiness.  I was fascinated listening to him talk about the people he had interviewed, including many of his friends.   He spoke a bit about the values shared by Millennials.  Very interesting stuff!   Who doesn’t want to learn more about Millennials?  It seems that everyone wants to know what makes them tick.

 

December 4, 2013,  LinkedIn Talent Connect: “Millennials: How to Attract, Hire, & Retain Today’s Workforce.” Lead by Sondra Dryer of PricewaterhouseCoopers (PwC), Barry Sylvia of TripAdvisor, and Melissa Hooven of Cornerstone OnDemand.  The following bullet points list their values, followed by recommended employer responses.

 

  •   Multi-taskers:   Keep them focused on their work and its importance.
  •   Connected:  Make good use of social media.
  •   Tech Savvy:  Be current in technology.
  •   Instant Gratification:  Reinforce the value of their work, keep them on track.
  •   Work-life balance:  Communicate company, flexibility as the work is  completed.
  •  Collaboration:  Reinforce the value of teamwork.
  •  Transparency:  Maintain open communication.
  •  Career Advancement:  Communicate opportunities and requirements to advance

 

As I talked to Chris, he told me that he had a resource lined up to manage publication.  This company will print his book, and upload the digital version to Amazon.com.   What he needs is funding.   He needs to expand his network.  

 

After I fully understood his needs, we focused on contacts who might be helpful.  I told him of several local authors that he should meet and a few networking groups who might like to hear him speak.  I mentioned one of my clients who employs a large contingent of Millennials.  When we parted,  we agreed on next steps including a follow-up meeting to include Cliff, preferably over cocktails.  

 

It is safe to say that my generation doesn’t understand Millennials.  Except for military leaders, I have not heard much praise about their generation.  Frankly, I am confident that my parent’s generation had doubts about the Baby Boomers, and for good reason. The Millennials will shape the future.  Even if they don’t have all of the answers,  they have a better handle on the digital age.  Understanding their values and the way they approach life must be a high priority for anyone trying to reach them. 


Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

 

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.


 

Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

 

 

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Jim Weber Bio
Prior to forming New Century Dynamics in 1999, Jim Weber spent 22 years with Fortune 500 franchising companies in the Food Retailing Industry where he developed a broad-based portfolio of “hands-on” line and staff experience in growth and turnaround situations.
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