Bertrand Duperrin's Library tagged millenials →  View Popular, Search in Google

"While a Traditional, born 1945 or earlier, would accept almost any order as long as it came through the proverbial chain of command, Boomers and Gen X might hesitate but comply. But Millennials most likely will balk at doing things “the way we’ve always done it” because they want freedom of choice in everything. They may not balk at the assignment itself but instead may challenge the methodology."

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"Green SI a rencontré la fameuse génération Y et s'est intéressé à ses usages de l'informatique et de la téléphonie.
Oh, il ne s'agit pas d'une étude complète sur un échantillon représentatif, mais juste de l'interview d'un seul jeune. Mais un jeune qui a inséré seul le numérique en classe quand l'Education Nationale cherche toujours par quel bout prendre le sujet. Il nous livre en miroir une foule de questions sur notre approche du numérique et nos propres usages. "

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" many Millennials are inhibited by anxieties peculiar to our time. I’ve already spoken of the FOMO problem. In this post, I want to share some of the other blockages that Millennials tell me afflict them. Next week, I will share techniques that I’ve found helpful in overcoming FOMO and these other inhibitors of building, creating and doing."

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"If you're a digital native, you should be aware that the internet may have partially rewired your brain in such a way that when you meet people face to face, you're less capable of figuring out what they're thinking. "

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"Not surprisingly, a significant number of the innovators we met were Millennials, many of whom are cynical about large corporations. According to The Affluence Collaborative, 40% of Millennials want to launch their own business. From our point of view, the role model for this do-it-yourself (DIY) generation is not Bill Gates, Steve Jobs, or even Mark Zuckerberg, as you might expect, but could well be the fictional TV character MacGyver: the resourceful secret agent who was able to extricate himself from any predicament using a Swiss Army knife and duct tape. Like MacGyver, the resilient DIY generation believes in doing more with less. "

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"The Pew Research Center has released a new report on its long-term Internet & American Life Project, this time focusing on how millennials will be affected by the hyperconnectivity of their lives by 2020. This is based on interviews with over a thousand select thought leaders on the subject.

This study by Janna Quitney Anderson of Elon University and Lee Raine of the Pew Research Center released a few days ago has some particularly interesting observations and comments from the people interviewed. The report is based on interviews, and therefore an aggregate view of how many predict the future of the newest working generation"

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"I’m often concerned by companies who try and re-invent themselves by focusing on or piloting an new initiative with Gen Y / Millennials. These are the digital natives, the logic goes… the ones who have created a connected, always-on world. What better place to pilot our shiny new social engagement strategy?"

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"Four years ago, we began a study into the future of people management with our report, ‘Managing
tomorrow’s people – the future of work 2020’, which explained how globalism, technology, and sociopolitical
and demographic changes would influence the way businesses operate in the future."

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"A new study, the product of three years of research based on the careers of about 3,000 Canadian knowledge workers, provides some surprising insights into the career ambitions of four generations of workers. Among the surprises: The dramatic unhappiness of Generation X employees, and the ongoing ambitions of the oldest group, dubbed "Matures.""

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"It’s been the issue for a small period of time now, and I’ve contemplated the idea in a few blog posts: I really think this is the end of us throwing technical ‘solutions’ at a business or organisational ‘problem’ – and that we will all agree that E2.0 and Social are about humans, people, change management, radical organisation change, and, in the end, about tools"

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"I don’t know how many times I’ve read alarmist material that says Gen Y, millennials or whatever they’re now called are going to change the workplace beyond recognition. It’s nonsense. "

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"That's a lot like the use of enterprise 2.0 social software systems today. Older generations have an ingrained urge to avoid collaborating, having spent their lives being trained to hoard and control information. Their thick, almost-impermeable skin takes effort, time, encouragement and environmental change to break through. It isn't by chance that the need for greater collaboration is a regular theme in management meetings everywhere.

On the other hand, social software comes naturally to the millennial generation, born between the late 1970s and 2000 and raised in the Internet age. In a few years, according to Jeanne Meister and Karie Willyerd, the authors of The 2020 Workplace, millennials will be about half of the world's working age adults"

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"Millennials view work as a key part of life, not a separate activity that needs to be “balanced” by it. For that reason, they place a strong emphasis on finding work that’s personally fulfilling. They want work to afford them the opportunity to make new friends, learn new skills, and connect to a larger purpose. That sense of purpose is a key factor in their job satisfaction; according to our research, they’re the most socially conscious generation since the 1960s."

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"The Pew report states that a majority of Millennials "say that the older generation is superior to the younger generation when it comes to moral values and work ethic." The phone survey conducted for the report found that Millennials are the only generation to not list work ethic as a Top 5 claim to generational distinctiveness in an open-ended question.

Believing that work ethic isn't amongst the Top 5 unique characteristics for one's generation is very different from actually admitting to having poor work ethic, a point lost on many commentators. This and the Millennials' response that other generations have a greater work ethic are in fact self-assessments rather than a qualitative behavioral analysis using some objective tool or metric.

The Millennials' educational accomplishments alone, as noted in the same report, would belie any assumption that we don't work hard or value the process and outcome of said work. "

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"Young people's expectations are also high when it comes to selecting their next employer. Not only did 37 percent of respondents say they want to see state-of-the-art technology being used in their prospective workplace; just as recruiters and hiring managers often snoop around search and social sites to investigate a potential hire's character, the millenial job-hunter will check up on prospective companies, peers and bosses, as well."

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Now I am fairly secure in my membership in Generation Jones--I still have lots of pleated pants, for example--and I find the accusations that "I just don't get it" amusing. But the comments did make me think about the fate of the millennials as they move into the workforce. Will they bend to the whims of the workplace, or will the workplace bend to suit them?

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The survey samples the responses of over than 400 North American students and employees within three age groups: 14-17 (youngest millennials), 18-22 (mid-millennials) and 23-27 (older millennials). The survey found an growing demand for mobile devices and social computing technology to connect with co-workers, peers, friends and family, in direct preference to face-to-face contact and communication.

The findings point to a clear disconnect between the technology that most organizations provide their workers today and how young workers both prefer and currently use technology to collaborate and communicate at work.

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If you’re a veteran, a baby boomer, or a Gen X manager, you’ll need to know a thing or two about managing this talented and brash bunch.

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