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I really wanted to go into the State Department for a period of my life (the travel, adventure and service pulled me in), so when the government career fair came to my college campus senior year, I was thrilled. This was my chance to put those What-the-hell-am-I-going-to-do-with-my-life-in-a-month-when-I-graduate?! nightmares to bed by scoring an “in” at the State Department.  Picture this: I am rushing from class to the fair (I don’t want to be late!) and need to change into my professional outfit...

By 2025, 75% of the workforce will be made up of people from my generation, or the Millennial generation. We are headed for the cubicle, desk or office near you. Are you ready for us?  I like to think it is in your organization’s best interest to hire and retain the best people that the Millennial generation has to offer (and really any generation, but I’m a Milennial so it’s all about me, me, me, right? J). Don’t just take my word for it (the hiring bit, not the narcissistic bit); look at industry-leading companies like Apple, Google...

A 2014 Bentley University study revealed that the majority of recent Millennial graduates gave themselves a C- when it came to their level of preparedness for the workforce. Many people from this huge generation, an estimated 75% of the global workforce by 2025, are arriving to your organization lacking skills, knowledge and cultural awareness they will need to be successful in the short and long term. When they arrive at our corporate doors, we must begin the process of onboarding and getting these new employees indoctrinated into our cultures...

How many of you think Millennials have the skills that it takes to be a good manager?  In a 2013 EY survey, only 5% of respondents thought so, while 70% said Gen X is the best equipped to manage a team.  While not surprising, given Gen X has more real-world experience than Millennials, this is a serious issue that we must address as learning and development professionals...

Tuesday, 28 January 2014 00:00

THINK, SAY, DO: CAREER TIPS FOR MILLENNIALS

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I am no career expert, nor am I some crazy-successful Millennial CEO or entrepreneur. I am not on the 30 under 30 list, nor is it likely I will be there next year. That said, as a part of my job, I manage our River blog and social media efforts, so I am constantly looking for articles and resources that have to do with Millennials, getting ahead in one’s career, and other HR, learning, talent, and performance related topics to either blog about or to share with our followers...

Tuesday, 17 December 2013 00:00

MILLENNIALS AND EMPLOYERS: A GAME OF CHICKEN

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How would you answer this question: Millennials must adapt to companies or companies must adapt to Millennials Seems that this question has been on the minds of many lately. This topic came up in a recent Fox News Panel that included my former University of Miami classmate, Ben Kosinski, Millennial entrepreneur and founder of the online platform Sumpto. The panel covered issues related to Millennials and the workplace...

My dad has been at the same company for almost thirty years.  The way older generations were raised is you find something and stick with it. With our generation it is about finding your passion. If you aren’t happy, quit, and find something else! We are much more open to switching majors, changing careers and starting fresh.”

- Julie Strand, age 23, sales representative at C.H. Robinson Worldwide...

Tuesday, 17 September 2013 00:00

BAD MILLENNIAL MANAGERS: WHAT HR CAN DO ABOUT IT

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Think your Millennial boss has some room for improvement? A recent article by CNBC says you are not alone; only 5% of the current workforce thinks that Gen Y is ready to lead. And the Millennial-damning statistics don’t end there. A recently published Ernst and Young study, featured in the article, reveals that the prevailing perception in the workplace is that Millennial bosses aren’t overly effective; in fact 68% of survey respondents think Millennials...

The Millennial generation, to which I belong, is 80 million strong, and it is estimated that we will make up 50-75% of the workforce by 2020.  Now, I don’t think that the Millennial generation will cause any Tsunami-like destruction (except maybe to outdated corporate practices and policies), but Millennials’ potential Tsunami-like disruption is what I think could be most powerful...

I have been fortunate in my short "Millennial" life to have encountered some truly great mentors, from teachers and bosses to colleagues and friends.  But one particular mentor stands out: my mom. My mom started an aerospace and defense contracting company (mostly providing engineering and IT services) in her basement a few months before 9/11 happened and sent the economy into a downward spiral. Nevertheless, she kept her company (and her dream) alive through the Great Recession...

Gen Y, that. Millennials, this. Oh, this about Gen Z also. Blah, blah, Boomers retiring, blah. Does this sound familiar? Gen Y, the next mega-generation, Gen Z, the youngest and still mostly unknown generation, and Boomers, the generation that represents today’s leadership and C-Suite occupants, sure are getting a lot of ink these days. But what about Gen X...

Tuesday, 11 June 2013 00:00

FORGET GEN Y. GET READY FOR GEN Z.

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Just when we all finally think we have a handle on how to talk to, interact with, attract and retain Millennials into our workforce, the inevitable happens: A new generation comes of age. Sorry, Millennials, but it looks like you may have some competition for that bright spotlight soon. While Generation Z (loosely defined as people born between 1995 and today) may still have a few years before they begin to trickle into our corporate halls, they will be the next big generation to enter the workforce after the Millennials...

Recently, as I’ve been doing some research for Millennial-related projects and thinking about how my generation is posed to influence organizations in the future, I’ve come to an interesting conclusion.  While the Millennial generation has many important attributes that employers will need to consider as it enters the workforce in droves, one of the biggest strengths this generation possesses is their shared hopeful and optimistic nature.  While these two descriptors could easily be dismissed as naïve or “green” by someone more seasoned; in my humble (Millennial) opinion, I think this positive mindset could have an important impact on the workforce...

MTV, what many believe to be the hippest TV network ever, is no longer just telling us what is cool to listen to, watch, and wear. They are also helping us take the pulse of the Millennial workforce and suggesting to us how we can expect the workforce to change as its generational makeup evolves. In an insightful study that came out in October 2012, the minds at MTV brought us their “No Collar Workers” survey that took in-depth look at Millennials and their work habits “to better understand the Millennial working experience and to identify ways to leverage the...

I’m a millennial, and I am not ashamed of it. In fact, I embrace it. I am proud to be part of a generation known to be “wired,” connected, inclusive, creative and willing to learn and to share. Networking and sourcing relevant information is what people of my generation, knowingly or not, have been doing their whole lives. We innately want to be more deeply connected, and we know how to achieve such interconnectivity through the use of technology. I’m tweeting as I type this blog, and I watched a training video while I completed an eBook earlier today...

Wednesday, 24 October 2012 00:00

THE ONE WAY TO KEEP YOUR YOUNG TOP TALENT

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A recent study published in The Harvard Business Review estimates that the average young, talented worker only stays at the same job for 28 months before moving on to another company. The same report stated that nearly three-quarters of a company’s young high-achieving employees are actively looking for other opportunities outside of their company, and are interviewing with another company at least once a year. On top of this, 95% admitted to regularly looking for other potential employers and employment opportunities...

Sunday, 22 May 2011 00:00

NATURE vs. NURTURE

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There has been quite a bit written recently about generational differences and the subsequent implications for organizations when addressing a myriad of workforce issues. I myself have written multiple blog entries about the topic of generational differences, and now it is time for another. Let’s discuss the idea of individualism within the larger context of identifying trends and commonalities among employees of various generations...

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