Millennials are eager. They’re excited by possibility. And they’re always looking for what’s next. New opportunities that align with their purpose act as a catalyst to spring them into action!
Based on their unique generational profile, Millennials are one of the hardest – and easiest – groups to manage. Yet most Executive Leaders I support find managing Millennials to be more challenging than rewarding. So I wrote this especially for you…
I share more about the “Millennial mindset” in the following open letter to hiring managers. I’ve compiled much of my own research from my Millennial Leadership Project and other sources* that specialize in understanding this dynamic generation.
So to all those established leaders and managers who want the best employees out there…read on!
Dear Potential Employer:
As an emerging Millennial Leader, I need a job. And a good job… While I would love to work for your organization in a notable position, here are a few things you should know before you hire me.
I will work harder and smarter than you expect. I am so dedicated that I will willingly work 24/7 and harder than any of your other employees (combined) as long as you give me a job that has a purpose that I personally connect with. If I disengage, it’s likely because I am responding in kind to other’s apathy or lack or work ethic.
I am not driven by money as much as you think. While I want to make a livable wage (and pay off my student loans before I retire), I am not solely in this job for the cash. Yes, a nice signing bonus is a plus, and regular promotions are desirable. But what I really want is to matter. Money can’t buy meaning.
I am a problem solver and a difference maker. I have a huge desire to not only witness change, but to be the change-maker and make things happen! I desire transformation, not just transaction. Because of this, I may be labeled “naïve” or “impulsive,” but what you really should notice is my passion and drive to make your organization a better place to work.
I want to know what you think. Please share your honest feedback with me and expect me to do the same. Yes, I respect you and that’s why I want you to know what I think, too. And while I thrive on praise, it must be genuinely deserved and earned. Don’t give me some “great job, kid” remarks. Be sincere and authentic.
I am not who you think I am. While some may call me entitled, I am merely a product of my upbringing and generational culture. I have already been exposed to more gadgets, networks, and access (to information, disposable income, technology, etc.) than you likely will experience in your entire lifetime. But I can use this to help this company and grow your organization if you let me. So you see, it’s not entitlement; it’s enlightenment.
There is so much more to me than I can share here. I hope you already see that and will respond with a willingness and openness to meet me where I’m at. I just might surprise you.
Great Millennial Resources:
- The Millennial Impact Report: 2015 – The Case Foundation
- Designing Programs for the Millennial Workforce, Education Advisory Board, 2014
- The Deloitte Millennial Survey, 2015
Be the Revolution,
Leslie Bosserman, M.Ed., CPCC
Executive Coach + Lifestyle Strategist for Millennial Leaders + Managers
Originally published at http://leadwithintention.com/blog/dear-future-employer