Millennials’ Characteristics

Generation Y is known for their hard work in learning about the world around them and getting feedback from their bosses. They also are more comfortable with new interactive and networked media and they are accepting of those from different of cultures and races.

They’re the workaholics.

Many people label millennials as workaholics. Wayne Oates, a psychologist of 1971 invented the term. The essence of it is an insatiable need to do work. The result is an increase in work-related injuries. This is often associated with an anxiety or insomnia. Individuals who struggle with alcoholism are more likely to suffer from mental health issues as well.

A few studies have suggested that workaholism can be more severe among younger workers similar to millennials, as they are in the baby boomers. Actually, Forbes found that workaholism affects six percent of millennials and a research conducted by FreshBooks has produced their Millennial Workaholics Index.

Most people are of the opinion that a worker is someone who can’t take a vacation. However, a poll among Millennials employed by employers found that the majority of them are content to work even when they’re off on holiday. The survey also revealed that Millennials work longer hours than other groups of people.

According to the Happify survey, millennials’ mind is dominated by work. They want to know more about the effect of their education for their company. They’re also hoping for a silver lining in the direction of increased flexibility.

Younger generations, despite their working-to-no-end characteristics, are far more focused on their future career goals as opposed to baby boomers. Nearly one fifth of Millennials declare that they like their jobs and nearly a third believe they are viewed by their employer as a martyr for their jobs.

The question is what rights they have to be able to work at any time or are required to be on hand 24/7. Those who work for themselves take on other job opportunities in different fields to supplement their income. They don’t only want for the perfect job – they’re looking to build a successful business.

People with diverse races and ethnicities are embraced more readily by them

The younger generation has a greater openness to people from diverse backgrounds and cultures than the older generations. They are educated and are more open to different worldviews. They also have more knowledge in comparison to Gen X and Baby Boomers.

Individuals who are age of 35 or less prioritize diversity at work. They believe having an environment that is diverse leads to better retention for employees as well as greater motivation. Generation Y has a greater tolerance to interracial relationships in comparison to the older generation. They are more supportive of universal basic income, marriage equality, and less supportive of funding for militaries and law enforcement. They also are more likely to believe that immigrants help strengthen our country.

A new study conducted from Pew Research Center reveals that the millennial generation is most open to newcomers. They also readily accept inter-racial relations. They are also more likely to advocate for gay rights and equality for transgenders. They also are more accepting of images of same-sex couples in the media. They also are more accepting of transgender and gender identity-based discrimination at work.

This report was compiled from an entire national sample of 220 adults. The study also includes an oversample the Millennial generation. Also, it uses Census Bureau data and draws upon studies from the past.

The millennials comprise the largest diversity generation of US past. They also have the greatest ambitions for political power. The elderly are more accepting of immigration than the young. They are open to interracial relationships, equality of marriage as well as LGBTQ rights. They also tolerate media depictions of police officers, as well as their gay partners.

Numerous surveys have shown that millennials are more welcoming to different ethnicities and religions as compared to the previous generation. They also are more optimistic and self-assured. They regard diversity as an essential part of their code of ethics. It is a requirement to help ensure the effectiveness of the company.

They’re much more comfortable using modern interactive media and networks.

Generation Y is more comfortable with modern and cutting-edge media technology than previous generations. They’re more proficient in sharing and creating personal content via the Web, and are at ease with information and communication technologies that their parents grew up without. The Pew Research Center found that Millennials spend more time with the media than any other generation.

The Pew survey was not carried out on an institution of higher learning, they were able to get information from more than 220 adults who took part. The top three visited sites were Facebook, YouTube and MySpace. These sites are a hotbed of social interaction for a young generation and provide a means to additional, more mature networks. The sites can also act as an avenue for informal and deeper collaborations. The Pew study linked above discovered that the most frequent method of consumption of media includes smartphones. They have been a indispensable gadgets for the office and are a necessity in the home. While they’re a relative innovation, they’ve claimed more than half all of the populace. There is a good chance that this pattern will be maintained for a long time.

The Pew findings aren’t the only studies that have uncovered a media aficionado. There are numerous organizations that are studying the impact of technology-driven media on American society, such as The Federal Trade Commission and the National Bureau of Economic Research. Generation millennials were the first to have computers in their living space, which means they are confident with many of the technological marvels previous generations only dream of.

They prefer positive and affirming messages in communications with supervisors.

Millennials have very high expectations. They want to work in teams, across many functions and in various positions. They want that they will be appreciated with respect to their hard work. They also want to establish trust with their bosses.

Although the generation of Millennials appears to be more productive and creative than their predecessors they face a few challenges. There is a chance that their desire for affirming and positive supervisory communication could prove to be too burdensome to senior personnel.

Another issue is that Millennials aren’t yet fully aware of the importance of being on time. They’re not yet aware of the significance of time when it comes to developing a sense of reliability. A lot of people are asking if the organizations they work for provide the level of security that they have promised.

The millennials, in spite of their social gregariousness can be taught. It is possible that they’ve gained a sense timing with their colleagues from earlier generations. They may have the group effort to display their value and an ability to abide by the team’s standards. It’s not necessarily a requirement.

Last but not least, the most essential quality is the ability to be a part of effective and regular communication. This means sharing information and creating an environment that is supportive as well as regularly reviewing the performance of employees. This type of transparency can help solve problems and build stronger working relationships between subordinates and supervisors.

Although it may be difficult to keep up with the demands of millennial workers, but it is possible that the rewards will outweigh the efforts. It’s best to speak in a way that is open with your younger workforce. Lack of communication, whether formal or informal is a negative impact on job turnover.

Managers must provide the feedback to managers.

Younger workers want to receive feedback from their supervisors. This is good, since if they don’t receive regular and meaningful comments from their manager it is possible for them to become disengaged.

It’s not difficult to see the way that feedback from managers will affect the ability of millennials to participate in the environment of instant messaging or social media. Based on research from SuccessFactors, Oxford Economics and Oxford Economics, millennials seek feedback more often over those of their Baby Boomer and Generation X equivalents.

87% of respondents believe that professional growth is important. Businesses need to find ways to connect with the millennial generation. However, if they don’t change the way they handle employee reviews, they risk being left out of the best millennial talent.

The millennial generation doesn’t appreciate the traditional hierarchies within the workplace. They’re looking for an open and approachable work environment. They need their managers to be there to assist them. This means they need to understand that it’s OK to talk about their development and progress with their manager.

Understanding the psychology of millennials is essential to keep them active. It’s crucial to make sure you’re offering them feedback that’s positive and approachable way.

Though a majority of millennials are in agreement that they would like feedback from their managers but they’re rarely asking for feedback from their managers. Just one-third of workers in the millennial generation say that they’ve told the manager what they’re looking for the most. This gap is huge.

Yet, 88% the millennials think that feedback is now more vital than ever before. This means that the next time you get together with your boss, be sure to ask them about when you last received feedback.

Posted on December 7th by Louis

No comments yet

Leave a comment

Direct Contacts:


Louis Rossanese
Founder / Brand Strategist