Guest Author: Mark Athitakis, Associations Now
The generation isn’t as thick with job-hoppers as the stereotype suggests, but a new study signals increasing impatience. Current leaders will need to do more to keep them around.
At this point, we should have collectively shaken off our millennial anxiety. Organizations recognize that younger workers aren’t just selfie-happy, narcissistic, promote-me-yesterday kids with an overblown sense of entitlement, but a generation that’s questioning which hierarchies are and aren’t meaningful to them. They’re fully entrenched in the workforce now, so the more meaningful question now is: How will millennials be empowered to take the next steps into leadership?
That’s a question that Amy Sewell of the fundraising firm Douglas Shaw & Associates asks in “How to Motivate Millennials to Become Nonprofit Leaders,” writing in Forbes. Millennials now represent the largest cohort of the U.S. workforce, she points out, and three-fourths of them say they look for jobs that give them a sense of purpose.
And those younger employees are increasingly engaged in leadership positions, but they’re also souring on business culture: According to the 2018 Deloitte Millennial Survey, the past year has exposed “a stark mismatch between what millennials believe responsible businesses should achieve and what they perceive businesses’ actual priorities to be.” For instance, the percentage of respondents who agree that business leaders “are committed to helping improve society” nosedived from 62 to 47 percent.