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Millennial Myths Debunked
Younger workers want many of the same things older employees do, IBM study finds
By Dana Wilkie 2/19/2015
How Millennials learn may be reshaping the way employers plan and implement training and development programs.
So you listened to my internship-search advice, had a great resume, nailed the interview and got offered your dream internship position. Congratulations! With all the excitement you are feeling, I’m sure you are also nervous. I definitely was. It’s overwhelming to begin any new job, and it’s even more intimidating beginning your first internship. At first it seems like you need a survival guide to figure out how to do your best at your internship.
On July 9, @weknownext chatted with Ben Eubanks (@beneubanks), about "What HR Students Need to Know."
ORLANDO, FLA.—When a merger, new computer system or remodeled office becomes so jarring that workers are growing stressed, angry and combative, Brad Karsh has five words of advice: Millennials can be your friends.
Those born between 1981 and 2000 are so accustomed to adapting, comfortable around authority figures and confident about asking questions that they may be best suited to lead older workers in embracing company change, noted Karsh, who spoke June 24 at the 2014 Society for Human Resource Management.
Lazy, entitled, demanding and disloyal. These are stereotypes commonly used to describe the millennial generation.
As a millennial myself, I was interested in attending the two concurrent sessions about the maligned generation at last week’s Talent Management Conference in Nashville, Tenn. During these sessions, I was curious to learn: What are employers’ biggest pain points with millennials? And what do people think millennials want?
The majority of workers between the ages of 20 and 29 (59 percent) in 12 North American, European and Asian countries expect to be financially worse off in retirement than their parents’ generation, according to research conducted by the Transamerica Center for Retirement Studies in collaboration with asset management company Aegon.
Instead of focusing on young applicants’ college degrees, consider their hobbies, travels and pastimes—pursuits that may tell an employer more about what those individuals can bring to a company than “a fancy piece of paper,” child prodigy Adora Svitak told attendees of the Society for Human Resource Management’s 2013 Diversity & Inclusion Conference.
A majority of working Americans are satisfied with the boundaries they have between work and home, and slightly more than half say they never or rarely bring work home, according to a new national poll on work/life balance.
But while the findings are mostly positive, “there is some room for improvement,” said Dean Debnam, CEO of Workplace Options, which commissioned the poll. 
There is a troubling mismatch between the talent needs of emerging markets and the desires and expectations of Millennials, according to research from PricewaterhouseCoopers (PwC).
The PwC report Talent Mobility: 2020 and beyond, based on data from 900-plus global companies, predicts that the number of workers taking on global assignments will increase by 50 percent by 2020 and that companies will need to carefully manage global mobility to respond to skills shortages, changing business needs and employee preferences.
Much like how the Baby Boomers are reshaping retirement, the even bigger Millennial generation is causing organizations to rethink how work is accomplished. Employers can benefit by listening to Millennials, said Joe Weinlick, vice president of marketing at Beyond.com, a job board and career-advice website.
Summer interns come and go, and some are so wonderful that you feel the need to write about them.
This summer, I had the pleasure of working with Lindsey Allen. Lindsey is the social media summer intern in the Public Affairs Department and, as a soon-to-be senior at Virginia Tech, she will be leaving SHRM on Aug. 21. She helped manage the We Know Next campaign this summer, among several other projects within the department -- and she is awesome.
Sadly, a 2013 college graduate writes:
"So I am coming to you for some advice. I started a job on the Monday after graduation. And I can honestly say it is the most boring thing I have done in my life. I almost dread going to work in the morning and it is only day 4 tomorrow. 8 hour days seem to last forever and I just know it is not going to get better. However, I dont just want to give up right away because I know it may reflect bad on me on when I search for jobs in the future. What do you think I should do? Any advice would be much appreciated. Thank you so much."
