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Alida Mooreston and Eric Walter

Bentley University’s Millennial Preparedness research study raised a number of issues about millennials in the workplace. Each week the PreparedU Project, in a series entitled Generational Voices, presents opinions from millennials and non-millennials alike on a wide variety of these issues. These views may contrast or coincide, but each provides perspective designed to enhance insights resulting from the PreparedU data

The Millennial Point of View

Alida Mooreston, Marketing Executive

I’ve been fortunate to work in a variety of different office environments. Overall, nobody needs special flexibility to succeed; in my experience, success comes from an individual’s own drive, ambition and desire to learn and grow. Flexibility at work is a very nice perk. 

That said, I’m now in an environment where I am lucky to be able to set my own hours, work from home once or twice a week if I choose, and enjoy an unlimited vacation policy. This situation works well for my family and, should I ever decide to take another job, I would look for a position where I could enjoy this same flexibility.

The part that appeals most to me right now is the ability to set my own schedule. I’m a morning person and prefer to be in the office by 7:00 a.m. I’m usually the only one on my team there that early, which gives me a good hour or two to catch up on email and set my priorities for the day, or accomplish one big task, before the office fills up and meetings begin. My energy begins to flag at around 4:00 or 4:30 p.m., so I’m able to get in a full day’s work and get home by 5:00 or 5:30 p.m. and enjoy the evening with my husband.

This schedule has helped me focus on truly balancing my work life and my home life, and it keeps me energetic and motivated. 

People are not all the same; and rare is the person who fits the 9-to-5 mode, especially in the tech industry. By allowing employees to take responsibility for their work, and set their own schedules, I think employers will, in turn, have employees who are motivated and dedicated to doing their best work every day.

The Gen X Point of View

Eric Walter, Senior Manager, Corporate Communications

Unlike my generation, or that of my parents’, millennials think differently, they act differently, their values are different, and, perhaps most important, they work differently.

As a 15-year corporate-communications professional, I grew up in a generation where we were trained and mentored by hard-working employees who valued “earning” their pay, “earning” the respect and trust of their bosses and colleagues, and allowing their dedication and day-in and day-out work ethic to “earn” them promotions and pay increases. Despite my fear of sounding like I’m harping on the young “whippersnappers” of today’s generation, I’d argue that the priorities of many in this new generation are misaligned.

Today, many prospective employees within the millennial generation have special expectations and needs to succeed in the workplace. Many of this generation seem to be more concerned with the company’s culture than the company’s retirement plan, more interested in the amount of vacation leave than the amount of opportunity they’re given to make a lasting impact.

Many millennials feel as if they deserve their “dream job” — including serious responsibility and an instant seat at the table of decision makers — straight out of college. What made the face of the millennial generation, Mark Zuckerberg, rich and famous were catalysts such as talent, luck and knowing the right people — namely a Generation Xer named Peter Thiel — not youth and special treatment.

A recent study revealed that 70 percent of millennials believe they should have “me time” during the work day. “Me time?” You know what your predecessors call that? Lunch! Sadly, many within the millennial generation were coddled, given trophies for fifth place, and told that all that matters is trying hard, no matter the outcome.  

If I have the ear of those coming up behind me, the best advice I can give you is this:

  • Take the hard job. The one where things are on the line. The one where you’re in over your head at first. Take the one with great risk, but greater reward.
  • Show up early and stay late (but not to the detriment of your spouse and kids, of course). Work hard while you’re in the office and spend your hours wisely, but leave it all at the office when you go home.
  • Find the person within the company who can be a role model and ask to shadow her or him. Be a voracious learner and don’t be afraid to ask questions, acknowledging that you really don’t profess to know everything.
  • Make mistakes and don’t be embarrassed about them.
  • Show that you care and, when the opportunities arise, take advantage of them.
  • Don’t expect special treatment — go “earn” that special treatment.

Now, this doesn’t mean sitting back idly. It means if you disagree with something, make your point respectfully. If you think you have an idea on how to improve upon something, share it.

Don’t assume you’re the smartest person in the room because you’re the youngest. Maybe you are, but, if you want to look really smart, go show it — don’t say it.

Many millennials need constant gratification, constant reward. Previous generations’ “atta boys” were saying they held a job for five-plus years, 10-plus years. That, as opposed to jumping from job to job because a company offers unlimited vacation time and free lunch every day to employees.

Someone once said, “Excuses are the reason not everyone can be successful. If you want success, then replace your excuses with ambition.”

That’s what my predecessor’s generation did. That’s what I’m working to do. That’s the way I’m raising my children. The only thing millennials are entitled to is the opportunity standing before them. Their “atta boy” will come when we see what they do with it.