Study after study has been conducted on how employers can attract and retain Millennials and how they are changing the workplace. However, as a non-Millennial, specifically a Gen-Xer (ages 34 - 54), I began to examine the impact or effect that Millennials are having on non-Millennials in the workplace. There are many characteristics of Millennials in workplace. Research has shown that they are very tech savvy, continuous learners, results-oriented, and socially conscious. Moreover, they want flexibility in how and when they work and they want constant feedback and encouragement from their managers. However, the expectation that stands out the most to me is for rapid career progression. This was never more evident to me than when I was promoted to my current position within my organization.
I work in the financial services industry and have been with the same company for a little over 13 years. I was hired into the company through their Leadership Development Program, which is intended to put graduates of the program on the fast track to success. Although I have progressed very nicely in my career, there were times when I felt that my career was being stalled. However, I later realized that my career stalled because I did not take control of it. Instead, I expected someone else to know what my next career move should be and to get me there. This is a distinct difference between Millennials and non-Millennials in the workplace.
When I first joined the bank, the only people I saw in the position in which I now serve were older or more mature men who had been with the bank for many years. Therefore, in my mind, it would take me years to naturally progress to that position. Once I was hired into the position almost two years ago, I was actually shocked to find that there were people in their twenties and early thirties in the position. My first reaction was that I could not believe that a company would entrust that level of authority to people so young and with such a lack of experience. Moreover, if I am honest, I didn't feel that those younger employees had paid their dues to be in the position that I had worked so hard to earn. What I have come to realize as I have been in the role and in an environment with so many Millennials is that times have changed and what once took a high-performing employee years to achieve is now being accomplished in a much shorter period of time.
As Gen-Xers or Baby Boomers in the workplace, we have to make a decision as to whether we are going to resent Millennials for almost demanding that they are promoted quickly into Senior level positions or learn from them and position ourselves for rapid career progression, as well. Once I realized that many employers and hiring managers are placing more value on what the applicant brings to the table than on the number of years of experience in a specific position, then I began to set goals for getting promoted approximately every 18 months. Moreover, I am now more open to other career opportunities within the company whereas before, I thought that I had to stay in the same position for at least a few years before I considered a different position.
Millennials are definitely having a huge impact on the workforce. However, it is important that employers and managers manage the impact so that is does not negatively impact non-Millennials and the overall morale of the company. If managed properly, Millennials and non-Millennials can feel valued for their contribution to their organizations and work together to make the companies for which they work even more successful.
Gynevella Michelle Ballard is an entrepreneur, author, and public speaker. Michelle's topics include, personal and professional development, financial literacy, and keys to living life on purpose. She is also currently enrolled in the Masters of Entrepreneurship Degree Program at Western Carolina University. Webmasters and other article publishers are hereby granted article reproduction permission as long as this article in its entirety, author's information, and any links remain intact. Copyright 2016 by Gynevella Michelle Ballard.
