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IT SEEMS THERE IS a shorthand for every
generation. Baby Boomers are idealistic. Generation
X was defined by MTV; Generation Y by the Internet.
But then you come to the Millennials, and the
shorthands fall away.

Millennials believe that work should be fun and that

dues-paying is for suckers. They are willing to sacrifice
confidentiality for social connection. Although they
can seem shallow, noble causes motivate them. And despite the fact that some
(generally older) people may be tempted to label them the “Slacker Generation,”
they have a clear and purposeful sense of how they want to live their lives.

Understanding Millennials requires getting comfortable with conundrums and

paradoxes, and being willing to accept that opinions Millennials hold may seem
initially to be in opposition.

If you really want to understand Millennials, you need to allow your mind to
freewheel. Be like the inventors of vaccines, whose breakthrough came in the
form of a paradoxical concept: The way to prevent an illness is to expose
people to it. Or think like the people charged with protecting the homeland,
who realize that in order to devise effective safeguards against terrorism, it’s
necessary to accept that terrorists are willing to die for their cause.

In the case of Millennials, the realization required is equally fundamental,

especially for a Baby Boomer like me. And it’s this: Millennials don’t want to
be like us.

They do not strive for the things we have accepted as gospel. That everyone
wants to get ahead at work. That work, in fact, is the means to a better life.
That privacy is something to be held dear. It can be very hard, but
understanding Millennials requires parking these preconceptions—and many
more—at the door.

This is a cohort worth getting to know, if for no other reason than the
numbers: In Europe alone, some 51 million Millennials are expected to join the
workforce in the next ten years, while 48 million Baby Boomers will retire.
Beyond the numbers, however, it is the fundamental complexity of Millennials
that makes them so interesting.

So set your personal worldview aside, temporarily remove the phrase “but of
course, everyone wants X” from your vocabulary, and get ready to take a deep
dive into a generation that defies a shorthand. —GARY STOCKMAN
20 If being entertained is the
norm, what happens to work?
4 Generation what?
24 What does the world
of work and business
6 How different are Millennials? mean to Millennials?

12 24 tips for managing Millennials

30 What stories are
Millennials telling to
14 What happens to
make sense of themselves
confidentiality in an age of
and their generation?
radical transparency?

37 In conclusion


Chris Bailey Cassie Durand John Hollywood Angie Schneider

Jim Barbagallo Ellen Field Amy Inzanti Bill Schreiber
Neil Bayley Suzanne Gabriel Albie Jarvis Charlie Simpson
Andrea Brancheau Mike Gallagher Sandra Kleinburg Jill Spiritus
Trevor Campbell Christine Gerstle Pam Maddalena Betsy Stephenson
Sandy Chun Marion E. Glick John Orme Erica Swerdlow
Tegwyn Collins Sherry Goldberg Nicole Osuch Balázs Szántó
Christelle Coche- Linda Hadley Frank Peters Wendi Taylor Nations
Dupeuble Wendy Hagen Keya Rahnemoon Carolyn Tieger
Lisa Davidson Jonathan Hemus Michael Ramah Stefan Vadocz
Lisa Dieter Peter Hirsch Blair Riley Julie Winskie
Ed Dixon Shoshana Hochdorf Shilpa Saul David Zucker



Identifying a generation is meant to virtuality. Will
make it possible to understand what things return to
common influences shaped them and business as
how those influences translate into usual as the
their attitudes, behaviors and Millennials
preferences. So are those seven mature? Is this
generations in the United States, or new, casual
comparable generations in other attitude toward
countries, truly distinct from one formality a passing fad? Or
another? Do they have consistent are we on the verge of a paradigm
attitudes and behaviors? Or do region, shift? We don’t know—no one does,
education level and socioeconomic really. But we do know that we should
status blur the differences? be fostering Intelligent Dialogue by
asking smart questions.
What’s sure is that Millennials
are a demographic bulge, not just This white paper poses five central
in the U.S. but throughout the questions about these newest entrants
West. In Europe, into the
Millennials workforce and
(defined as people includes
between the ages of 14 perspectives
and 31) number more from their
than 186 million, managers,
You’ve heard of Baby Boomers, compared with 160 their Gen X
you’ve heard of Generation X, and million in Generation X colleagues and
you’ve probably heard of Generation Y, (ages 32 to 43). In the Millennials
increasingly known as Millennials. And UK, Gen Y is 16 million, themselves, as
if you have a questioning attitude, or compared with 13 well as a list of
have tried to dig deeper, you may have million in Gen X. The top tips for
wondered: Do these generations really difference is most pronounced in the managing these workers. It explores
exist as distinctive cohorts? Or have United States, with more than 75 the factors that have shaped a
sociologists, marketers and journalists million in Gen Y and about 40 million in generation of young people, the ways
conspired together to create Gen X. What’s also sure is that they’re those people are increasingly making
something to talk about? different from their predecessors in their professional marks and what it all
significant ways. might mean for workplaces in the
In some cases, identifying a
years to come.
generation is easy. Take U.S. Baby Some of those ways are increasingly
Boomers. More than 15 million consistent across national borders. As
American servicemen returned from Western culture and values are spreading
the Second World War in 1945, and around the world, and as the middle
sure enough, there were 399,499 live class grows in countries like
births in October 1946, compared to China and India, we’re seeing
222,721 in January of that year, Millennials everywhere adopting
according to Wikipedia. By decade’s the same traits. Some young adults in
end, about 32 million babies had been these rising economies are starting to
born, up from about 24 million in the display a sense of entitlement,
1930s. Annual births surpassed 4 technology savvy/dependency, an
million in 1954, and that rate lasted expectation of instant gratification
until 1965. By then, 40% of Americans and admirable social activism.
were younger than 20. In traditional societies, this is
an especially radical change.
Although Baby Boomers are typically
defined as adults born between 1946 But the full effects this
and 1964, generations tend to blur from bulge will have on
one to the next. In the post-war United corporate and consumer
States alone, people talk of Boomers, culture are yet to be
Generation Jones (a.k.a. late Boomers determined. Millennials
or Tweeners), Generation X, Generation are blurring the
X/Y Cusp (a.k.a. the MTV Generation or boundaries between
Boomerang Generation) Generation Y public and private,
(a.k.a. Millennials, Echo Boomers or personal and
Generation Next), Generation Z and professional,
Generation I. That’s seven generations work and play,
in just over 60 years. and reality and



HOW different

Millennials are the children They were also the first generation to
of Baby Boomers, a generation whose
attitudes toward life were deeply
see widespread consumer adoption of
time-shifting devices—voice mail,
influenced by events of the 1960s: Civil VCRs—that splintered the shared
Pearl Harbor, McCarthy, JFK, nuclear
Rights, Women’s Lib, the rise of rock- cultural “moments” of the Baby
and-roll and its rebellious icons, and Boomers and ended the era of shared winter, the Munich Olympics, Watergate,
widespread questioning of established adult/child entertainment experiences Berlin in 1989. What seems to set
authority. Baby Boomers were going to such as Rowan & Martin’s Laugh-In
make the world a better place and fix and Hawaii Five-0. Millennials apart is that the events
human beings. Their children were part coinciding with their coming of age, such
Perhaps more significant, they were
of the project, even if Boomers
growing up as prosperity was as 9/11 and the Second Gulf War, failed to
occasionally got distracted by
spreading and globalization was
themselves. (Remember: Tom Wolfe’s produce a fundamental philosophical
kicking in. The Berlin Wall came down
seminal essay “The Me Generation and
in 1989, and the Soviet Union was divide about the kind of world they want
the Third Great Awakening” was
dissolved in 1991—just as Millennials
published about them in 1976.) to live in and how to get there, compared
were becoming aware of
Millennials grew up current events. The to the landmarks for previous
surrounded by technology capitalist-communist
generations. In some difficult-to-define
and entertainment. division of the world
Even more than with was disappearing sense, the ramparts for Millennials lie
previous generations, fast. This, coupled within, erected to cope with social and
screens have been with technology,
(and continue to be) meant that personal undercurrents—growing up
one of their main products, media, with divorce, redefining personhood and
ways of interfacing ideas and money
with their world: TV were moving more purpose without the guard rails of
and movie screens, freely across gender-based and prescribed
but also game borders. Brands and
consoles, computers and the multinational relationship structures. Sometimes this
mobile phones. Millennials corporations that own seems to present as narcissism or self-
came of age at a time when fun them were going global, riding
and media savvy were becoming and helping to sustain a wave of
involvement. Should we be surprised?
mantras for marketers, educators and prosperity and plenty that continued
anyone in the business of influence. with barely a blip for nearly two —Peter Hirsch, Global Corporate Affairs Leader, New York


decades—a wave that meant an entire to console, reassure and even to fight
generation that has known nothing but for their child against faculty or other
good times and is accustomed to students.
getting what they want.
What’s more surprising is how this is
continuing into the workplace. Betty
How independent are Smith, a university recruiting manager
Millennials? at HP, told USA Today that parents are
contacting the firm directly and asking
In the 1960s, “Don’t trust anyone about issues such as benefits on
over 30” was a popular slogan. behalf of their adult children—and their
Teenagers and early 20-something children aren’t embarrassed by it. HR
Baby Boomers portrayed parents as departments and managers are
uncool objects of scorn. They increasingly confronted with parents’
challenged authority. And some of opinions about everything from career
them are still challenging figures of progression to business trips.
authority, but now they’re doing it as
parents, on behalf of their children. Dr. Paul Redmond, head of the
Colleges, universities and even careers and employability service at
employers are reporting an increasing Liverpool University in the UK, wrote
prevalence of “helicopter parents” who an article about helicopter parents for
hover over their grown children. the Guardian early this year. He
reported that British universities have
A certain amount of this hired “family liaison officers” to help
protectiveness might be expected in parents “settle in.” And the hovering
academic institutions; the students continues after graduation: “Several
may be in their late teens or early 20s, high-profile graduate recruiters have
but they’re still in school and happy reported incidents lately where parents
with being treated as “adultescents.” have contacted them to negotiate a
Hyperinvolved parents are calling son or daughter’s starting salary.
professors to complain about their Others have had parents contact them
children’s grades and pestering to complain about a ‘child’ who has
administrators about their living been overlooked for promotion.... Bob
arrangements. With mobile phones, Athwal, graduate recruitment manager
parents are always at hand (literally) at RWE npower, says: ‘Once an offer of


Millennials say
I think older managers need to realize that we are used to doing a lot at
once. We really have mastered multitasking. Many of us went through school
texting/talking online with friends while studying for exams. . . . Our
generation really is full of excellent communicators. We have all grown up
using AIM, e-mail and cell phones with texting. There isn’t a day for most
of us where we aren’t using these tools to communicate with friends and
family. At PN I noticed that teams use AIM to communicate with one
another. Personally, I found this to be an excellent use of the tool to
work with associates quickly. I also think it saves time and helps work to
get done faster. —NICOLE OSUCH, Intern, Cabrini College, class of 2009


employment is made we are also every major company knows, this is
SMART TALK aware that they the parents will decide
along with the children which offer to
the future.”

take. Therefore it is essential that we

Millennials are very different, especially
strive to be an employer of choice not How significant is the
vs. Boomers but also different vs. Gen only for the graduates but also their digital factor?
X’ers. Whereas many Boomers and Gen parents.’”
Since the end of the Second World
X’ers live an “it’s all about me” existence, One corollary of this extended War, there has been no single event
parental involvement is that Millennials that impacted and shaped a whole
Millennials are more about building
are more likely than other generations generation on an international scale.
things up and not tearing them to need (or at least respond But there’s one massive, if gradual,
down; more about unification to) “parenting” by change that has arguably created a
employers and managers— generational chasm around the world:
than an “I win, you lose” coaching, mentoring, the arrival of digital interactive
approach to life, politics and encouragement and lots of technology in the mainstream.
praise. According to Mary
work. Interacting with each It’s hard to pinpoint the date when
Crane, who specializes in
other defines this generation digital interactive technology became
helping Millennials adjust to
the norm, because it’s been infiltrating
vs. the Boomers, who are more Jim Barbagallo the conventions of the non-
for the last three decades. The first
Millennial world: “The
heads-down in the workplace, compact discs carrying digitized music
Boomers do need to hear
were released in 1982, and by that
positioning themselves for the next big the message that they’re gonna have
decade’s end, they had become the
opportunity. The collegial approach we to start focusing more on coaching
dominant medium for music. (At least
rather than bossing. With this
are seeing from many Millennials is until MP3s came along in the late
generation in particular, if you just tell
‘90s.) Video games hit the mainstream
extremely refreshing. them, ‘You got to do this, you got to
in the 1980s. Personal computers
do this, you got to do this,’ they truly
—Jim Barbagallo, Partner, Managing Director, Boston (PCs) have been a fixture of everyday
will walk. And every major law firm,


Natives grew up using digital think we really have the faintest idea
technology, and they’re often acting as what the actual implications of the
guides for Digital Immigrants—people Native/Immigrant divide are. What we
who entered the digital world as do know is that Millennials have spent
adults. While they may be adept at a lot more time than Baby Boomers
using technology, they resemble interacting with devices that are very
immigrants who learn the new stupid relative to human beings. You
language but keep traces of their have to be very literal with devices to
mother tongue and culture. make them work for you, and this
leaves very little room for nuanced
While there are exceptions, in
interaction. Devices also don’t have
life since the mid-’80s, and Time general, Digital Immigrants seek text
emotional/psychological reactions—it
magazine named the computer its before images, video and sound, while
is an “affectless” transaction. Does
Person of the Year for 1982. A decade Natives seek images, video and sound
this change the way Millennials
later, many millions of ordinary people before text. Digital Immigrants like
communicate with actual people?”
were dialing up Internet connections their information delivered in a linear,
and toting mobile phones. logical sequence, but Digital Natives
prefer random access to hyperlinked
The digital interactive tipping point, information—and in some cases have a
if there was one, was probably in the difficult time constructing a rational
early 2000s, when mainstream chain of consequence. Immigrants are
consumers adopted and integrated the prepared to accept deferred rewards,
technologies into their life: broadband while Natives expect instant
Internet, MP3 music, digital cameras gratification.
and smart phones (BlackBerries et
al.). People of all ages use these Danny Devriendt, a director at Porter
technologies now, but Millennials, Novelli Brussels, has taken a special
who’ve never known life without them, interest in the divide between Digital
use them “natively.” Immigrants and Digital Natives. He
says, “Lots of clients struggle to deal
with the Digital Natives among their
Do Digital Natives own workforce and struggle even more
think differently? to communicate with the Millennial
communities that are slowly becoming
There is a certain irony that their new customers.”
while many Millennials need parental
hand-holding in the real world, in the Peter Hirsch, head of Porter Novelli’s
digital world it’s Millennials who tend Corporate Affairs discipline, based in
to do the hand-holding. These Digital New York, cautions that, “I do not

SMART TALK themselves in all aspects of life,

including time management,
pyramid and work hard to earn a
better position. They believe the
spending and overall priorities. organization owes them more and
I’ve seen that Millennials
The sense of belonging is very more over a very short period of
are quite different from important if they choose to time: better positions, better
our generation (I’m 42) belong to a certain group or tribe. salaries, more responsibilities and
both on a personal and LOTS of recognition. Millennials
• Friends are one of the most
on a professional level: important influences Millennials need and expect far more
have, and being “cool” is a must, recognition than our generation.
Sandra Kleinburg
• Their long-term understanding “coolness” as an
planning is really a attitude that reflects lack of
short-term scope of vision, most of the
• Millennials have very little
complications, “traveling light”
tolerance for frustration.
time several months, one year at most. through the journey of life.
—Sandra Kleinburg, Managing Partner,
• It’s a Me, Me, Me generation, where • Millennials do not believe they Martec Porter Novelli, Mexico
the most important target is need to start at the bottom of the


Millennials say
Our generation grew up with encouragement and that is what the young
adults of this generation expect from their working environment.
Companies need to focus on creating a healthy working environment, one
that does not overly criticize, but that gives constructive criticism and
recognizes achievements. —SHOSHANA HOCHDORF, Intern, University of Florida, class of 2009



1. Demonstrate (frequently) how what

they’re doing contributes to a larger
mission and adds value. Reinforce their need
to have a sense of purpose, to make a
7. Know your audience (that is,
your team member)—and that
means get to know them, their motivators
difference. —Wendy Hagen, Partner, Director, and their goals so you can provide
Planning & Integration, Washington DC Wendy Hagen guidance, projects and feedback that is
meaningful to them. —Lisa Davidson,
Lisa Davidson Partner, EVP, Health Care, New York

2. Millennials believe they can run the show better than

you can. Great! Harness their belief in their ability to
lead by giving them projects they can run with. Empower them to
take it where they think it should go—or at least to put their own 8. Give them room to stretch
beyond their job specs.
personal imprint on it. They’ll feel like they’re a critical part of Remove some of the traditional
the mix and will be more likely to push themselves to deliver the boundaries to higher-level
very best they’ve got. —John Hollywood, SVP, New York performance opportunities. —Bill
Schreiber, Managing Director, Bill Schreiber

The Millennial lifestyle feeds off
constant communication.
Managers need to stay connected with
Millennials by providing regular direction
and on-the-spot feedback so they feel a
9. Be patient with the iPod/earphones multitasking. It’s the
Millennials’ way of life, and they are much better team
players than we ever were. —Ellen Field, EVP, Health and Social
Marketing, Washington DC
Albie Jarvis strong bond with the manager and the
team. —Albie Jarvis, SVP, Boston

4. Don’t fall into the “parent trap.” A wise

mentor beat into me that work is not the
same as group therapy. If you treat
10. Work has to be engaging, fun and
flexible. It should not be overly
repetitious and must allow for work-life balance. We
need to regularly celebrate modest, as well as big,
people like children, you get what successes. —Marion E. Glick, SVP, Health Care Media
Marion E. Glick
you deserve. Everyone, regardless of Relations, New York
age, needs to know what is expected
of them, and what the consequences
of not doing it will be. —Michael Ramah,
Partner, Director of Strategic Planning, Michael Ramah
New York 11. Be prepared to explain that
success and privileges will
not happen overnight; add that you know this
is frustrating but it’s the way business works.

5. Meet face-to-face when giving an

assignment and set clear
expectations of when the next checkpoints
will be—literally putting them in your
—Sandra Kleinburg, Managing Partner,
Martec Porter Novelli, Mexico
Sandra Kleinburg

calendar with them in the room. Knowing

when feedback will come seems to help a
great deal. —Angie Schneider, SVP, Seattle
Angie Schneider
12. Millennials want
responsibility. Give it
to them, along with the permission to

6. Give them plenty of committees and

teams—they are very social, like to
work with “friends” and place great stock in
sense of community. —Linda Hadley, EVP,
Mike Gallagher
fail, but make sure they know they
have you (their manager) as a safety
net. —Mike Gallagher, SVP, Creative
Director, Washington DC

Erica Swerdlow, EVP, Charlie Simpson, SVP,

Linda Hadley
and Wendi Taylor Nations, EVP, Chicago


13. Working below and above your
title is not only good for business, it
also shows that no job is beneath anyone. If paying
dues is an issue, seeing a senior staffer stuff media
19. Millennials have heavy school
debts to repay. They respond
well to money! —Pam Maddalena, SVP, Talent
Acquisition, Boston
kits can be a good reminder that with client service,
hard work at every level is key. —Trevor Campbell,
President, Porter Novelli Canada
20. Consistently look for and provide opportunities
for learning and growth above and beyond the
everyday assigned work. —Lisa Dieter, SVP, Health Care

14. Nurture the Millennials’

confident self-image.
Practice, New York

Jim Barbagallo
Encourage their “conquer the world”
approach to life. Put challenge after
challenge in their path. —Jim Barbagallo,
Partner, Managing Director, Boston
21. Millennials love to
ask “Why?” and work
most productively when they fully
understand the end goal of a project.
Carolyn Tieger Millennials seem much more engaged
and deliver a better product when

15. Acknowledge and harness

the benefits of Millennials’
tendency toward somewhat impulsive action
(or immediate fix): Assign projects that
they clearly see how assigned tasks contribute to
accomplishing a larger goal, especially if it is one they
personally believe in. —Carolyn Tieger, Partner,
Managing Director, Washington, DC
involve overlapping multitasking skills and
consider tighter deadlines so they don’t get
distracted. —Betsy Stephenson, SVP,
Washington DC
Betsy Stephenson

22. Set them free: Career tracking is about building

a meaningful portfolio of professional
experiences for them, and at the speed of light. Lose the

16. The boundary between professional

and personal doesn’t exist. Get
to know the Millennial personally without falling
into the “friendship trap.” —Peter Hirsch, Global Julie Winskie
rhetoric about how to progress through the organization. If a
Millennial needs to take a detour to build that portfolio,
embrace that—even facilitate it. The dividend will be more
enriched “boomerang” management candidates down the road.
—Julie Winskie, President, Chief Client Officer, New York
Corporate Affairs Leader, New York

17. This is a bright,

fearless generation.
23. Remember to jolt them out of their default world of
electronic communication from time to time. It’s
great to see the realization among Millennial colleagues about how
much more can be gained from a well-planned face-to-face meeting
They’re technology savvy and used to
a 24/7 environment. Use their as opposed to a series of e-mails or IM exchanges. Our business is
strengths to the agency’s competitive about relationships, the richer the better. —Neil Bayley, Director,
advantage by providing them with Porter Novelli UK, Banbury
Chris Bailey
compelling challenges, clarity and
regular feedback. —Chris Bailey,
Creative Director, London
24. Respect and value the fact that
Millennials come to the workforce with

18. Get comfortable with Instant

Messaging. Millennials may take
hours to get back to you via voice mail, but will
respond instantly to IM. —Christine Gerstle, SVP,
real experience and genuine content knowledge
garnered from their long résumés filled with travel,
internships, community service and, of course, from
their constant interaction with digital devices and
Suzanne Gabriel

media. Give younger workers a real seat at the table by actively

New York seeking their input and giving meaty assignments. —Suzanne Gabriel,
Partner, Deputy Managing Director, New York



WHAT happens

AN AGE OF Radical
Twwoo ddeeffiinniinngg aanndd mmuuttuuaallllyy phone calls, text messages, Instant
reinforcing characteristics of Millennials Messaging, social networking sites, e-
Millennials are different from the X are their focus on friends and their mail, blogs, Flickr and Twitter.
intense use of digital interactive
generation: 9 to 5 mentality, social life is technology to stay in contact. In the These new communications
important/work-life balance, high salary pre-digital era, people relied on letters, technologies have two other
demands, management telephone calls and face-to-face characteristics that may be less
meetings to stay in touch. These beneficial: They can be reproduced and
demands (coaching by the spread rapidly and widely, and their
took time and effort, and were
best senior people) and limiting in place. Now people content can hang around a long time.
constantly looking for new (especially Millennials) have a This means that hastily composed
challenges. much bigger range of options that e-mails, rashly expressed blog posts or
—Frank Peters, Frank Peters are instantaneous, very easy and Facebook photos of drunken
Managing Partner, Amsterdam independent of location: mobile indiscretions may turn up on hard


drives, servers and In pre-digital days, would
caches years later, at companies have run
an inopportune exhaustive and intrusive
moment. background checks on
prospective employees?
In other words,
Probably not. Yet now
the more people
they can sniff around
interact on the
without much effort. In
Internet, the more
a growing number of
risk they’re exposing
industries, googling
themselves to—
a job candidate is
especially if they’re using
anything less than a lawyer’s
discretion. Faced with the
de rigueur, as is
viewing his or her SMART TALK
MySpace and Facebook
prospect of being
pages. Should employers We recently hosted a media event at our
revealed to anyone and
dig up this online dirt on London office attended by 30 senior
everyone, some people
potential hires? Well, if
adopt a deliberately low-profile communications executives from blue-
they don’t, chances are someone else
“stealth” approach. But that’s much
will. In any case, employers chip companies. Many
rarer among Millennials. They grew up
would be wise to assume
with US Weekly and TMZ—they’re used were shocked to hear the
that sooner or later, delicate
to warts-and-all celebrity coverage— extent to which
information will turn up.
and with web passwords rather than
Consider the case of Jessica journalists use images
padlocked diaries. Millennials consider
Cutler (a.k.a. the
it normal to be “real” on the Internet, and information from
Washingtonienne), a 26-year-
even if, according to a Pew survey in
old Congressional aide who social networking sites
the U.S., 72% think that their
was fired in 2004 after
generation posts too much personal JOnathan Hemus and other online
blogging about her
information online. resources.
simultaneous affairs with
Millennials have grown up in an era other Hill staffers and a chief of staff at Understandably, reporters see any
of radical transparency. The nature of a federal agency and gleefully asserting
that some of them paid her for sex. information on the Web as “fair game”
digital content, and the deep reach of
digital media, makes it virtually and use it to bring human interest and
impossible for anything in digital form What are the ramifications texture to stories much more quickly
to be kept private. Whether or not they
are concerned about their own online
for professional confidentiality? than would otherwise be possible. The
activities catching up with them, Em
Emp pl
yeeeess’’ p
l r
nss implication for companies is that they
Millennials are less likely than previous and transparency in the digital media are totally exposed to the comments and
generations to be shocked by other space may be their own business. But
what happens if they bring the same spirit
opinions of any employee, customer or
people’s online behavior. (Besides,
after the online exploits of Paris Hilton, of radical transparency to their work? other stakeholder who has a view on
Tila Tequila and lonelygirl15, what Gossiping about coworkers in a bar their organization, and that this can be
could be shocking?) is one thing, and people have done it especially challenging when the
for decades. Discussing them online is
another matter; now, for the first time, organization is in the news for the wrong
How does employees’
there’s a virtually permanent, reasons. This also means that senior
online behavior affect
executives need to be aware of how their
personal postings may be construed. For
ree tth
n a
annyy of their forebears,
Millennials live out a significant part of example, the CEO who lists yachting and
their lives online or through digital supercars as his passions on Facebook
interactive technology. For them, the can find himself receiving critical
line between private and public is
increasingly blurred. This raises a coverage when he announces that
number of concerns for employers— hundreds of his staff are to lose their
and for the employees themselves. If jobs as the credit crunch tightens.
they look hard enough, they’re almost
certain to find things out about current —Jonathan Hemus, Director,
Crisis and Issues Specialty Leader, Banbury, UK
or prospective employees.


Gen X’ers say
I think Digital Natives can process a lot of information from dozens of sources
at a time, but at the same time, I think they can be (for lack of a better term)
a little ADD. Digital Natives, particularly in PR, should be leveraged for
knowledge of emerging technologies/techniques of communication. These things
are moving so fast now: Friendster in—Friendster out; Facebook in. It feels
like overnight. Texting. IM’ing. Twittering. YouTube. Hulu. BlackBerries.
iPhones. It’s just SO fast. —AMY INZANTI, Senior Strategic Planning Manager, New York


endlessly forwardable record. Yet for misbehavior and coining a new verb: to policies, and 19 percent have
Millennials, the distinction isn’t so dooce, meaning fire an employee disciplined an employee for the same
clear. To them, digital technology is because of his or her blog. infractions. Almost a third of
just another way of hanging companies ‘employ staff to read or
She has lots of company.
out with their friends; on otherwise analyze outbound email.’... A
According to a 2007 survey by
the new continuum of quarter have fired an employee for
the messaging security company
personal communication, violating corporate email policies.
Proofpoint, as reported in
there aren’t separate rules Twenty percent of the companies and
blog post (what else) on
for in-person and online almost thirty percent of companies,
exchanges—even if there are with more than 20,000 employees had
“Nearly ten
sometimes separate been ordered by a court or a regulator
percent of
consequences. As reported in to turn over employee emails.”
the Salt Lake Tribune, Heather
have fired Intellectually, Millennials may well
Armstrong was fired in 2002
an understand that the prevailing business
after blogging about her
employee world expects employees to treat
superiors and her “attempts
for violating certain business matters as
to slack on the job,” setting
corporate confidential and handle others with
a precedent for others to
blogging or discretion. But can that override the
be terminated for online
message board instinct for transparency?


Source: Ian Jukes and Anita Dosaj, the InfoSavvy Group, Gartner


Millennials say
Older managers should not be afraid to show a more affable side to their
employees. This will allow their young talent to be comfortable in contributing
to the team from the very beginning. A younger employee who can feel a certain
sense of comfort around his or her older managers is happier and ultimately
more productive, while still respecting the manager’s position and authority.
—KEYA RAHNEMOON, Intern, State University of New York–Binghamton, class of 2009


Similarly, employers may well expect
How can employers
employees of any age to treat their
work confidentially. But how realistic is harness Millennials’ SMART TALK
that assumption when younger online habits? Even the most
employees’ conversations are held in
The world is increasingly going careful online
the (semi-)public digital space, and
digital and interactive, and that’s the
when this rising generation of workers participant leaves
“language” that Millennials “speak”
expects to have no secrets? Should
fluently. Any brand or corporation that an easy-to-follow
corporations try to prevent employees
wants to stay connected with the trail of activities
from doing anything in their private Ed Dixon
world needs to learn that language,
lives that might discredit the that are accessible
too. One of the best ways for any
organization, or should they try to build
business to get up to speed is to put by friend and foe alike. There’s a two-
employees’ loyalty by better aligning
its own Millennials close to the heart
the workplace with workers’ private sided debate going on, in particular in
of the digital action.
lives. This is a fundamental conflict,
Asia: portability of information from one
and they can’t have it both ways. For hiring, too, corporations need to
hang out and connect where their social networking site to another vs.
potential new employees are hanging privacy concerns. The issue will not be
out and connecting—online. For
example, in the United States, AT&T
resolved quickly, and there will likely be
recently added a “Work With Me” a radical, divisive split between those
Facebook application (in which the who want mobility and those who want
company uses its employees’
Facebook networks to push jobs), and confidentiality. This could result in two
plans to launch a new recruiting different social networking models—one
website with animated navigation,
for each camp, with the Millennials
employee video profiles and a preview
of the company’s new products. “Some falling to the side of transparency, for
74% of U.S. Internet users view video better or worse.
online, and we’ll tap into that interest
to give prospective job candidates a —Ed Dixon, Managing Director,
glimpse of what our jobs entail,” says Porter Novelli Singapore
Scott Smith, VP of staffing for AT&T.
“Our online recruitment strategies are
rapidly evolving, and there is no
question that we will continue to see
increased use of these types of tactics
as we, out of necessity, become more
creative in how we attract talent.”



dramatizations; it can sometimes take Typical of the Valley ethos is
One of the Baby Boomers’ legacies
a second to discern whether you’re Smugmug, a successful subscription-
is the notion that any activity should
watching CNN or MTV. only photo-sharing site now in its sixth
include some fun and entertainment.
year. The privately owned site, founded
This line of thought is a standard ploy In Silicon Valley, the American
and run by father-and-son team Chris
in marketing, with “fun-size” packages, heartland of the Millennial generation,
and Don MacAskill, prides itself on its
entertaining advertising and high-touch companies have to compete for
fun approach. Staff still work in
retail concepts. It’s mainstream in Millennials’ typical talents: digital
cubicles, but they’re given an
education, started by Sesame Street smarts, creativity and a “random
allowance to decorate them any way
and present in thousands of interactive access” hyperlinked approach to
they want—a growing trend. The effort
learning games; it’s a must-have in projects. And tech companies are at
of Smugmug staffer Mark MacAskill
cars, with on-board computers, DVD the forefront of snagging talent by
won the 2008 Coolest Cubicle Contest
players and TV screens for the kids. offering Millennial treats in the
run by the tech blog Lifehacker.
(Even New York City taxis have TVs workplace: casual dress codes,
Commenting on his cubicle, which he
these days!) Even more serious massages, ping-pong tables, putting
decked out with camouflage, like a
segments of journalism are feeling greens, games facilities, bean-bag
military bunker, he told Lifehacker:
increasing pressure to include lively corners, in-office happy hours and
“The war on terror is second only to
graphics, mood music and regular social events.
the war on boredom. And my cube was


Millennials say
Digital Natives can be a challenge to managers because the ease with which work
can be done digitally can instill a particular laziness that arises when tangible
work needs to be done. This could mean that nondigital work is done slower than
it should be done or that there is a resentment and lack of motivation when doing
tangible work. Digital Natives are a managerial opportunity because when digital
work is required, it can be completed extremely efficiently and with the least
possible error. Digital Natives can best be leveraged for their ability to rapidly
communicate and acquire information. Also, they can be a good internal resource
by teaching those who are not Digital Natives how to feel comfortable with all
things digital. —CASSIE DURAND, Intern, Wake Forest University, class of 2008
definitely boring before I transformed it the best of employees’ capabilities? Or
into a weapon of mass destruction.” did it fall short in harnessing their
capacity to learn, innovate and make
valuable contributions?
How does Millennial
employees’ need for fun These questions are the subject of
much debate. A segment last year on
impact more traditional the American TV program 60 Minutes,
businesses? titled “The Millennials Are Coming,”
prompted a flurry of heated online
Fun and play are conducive to
exchanges. One post made this
learning and creativity. Upping the fun
comment about the old style of
quotient makes sense for businesses
business: “Grandpa’s work ethic was to
where creativity is high in the mix,
such as technology, media, fashion and
entertainment. But what about
keep the assembly line running
regardless of reality. Chrysler filed SMART TALK
bankruptcy under that work ethic—
industries where method, process and Having fun together is one of the
200,000 finished cars rotting at the
rigor are more important? How
end of an assembly line going full- Millennials’ objectives, so “management
comfortable would you feel knowing
speed, 3 shifts. Great work ethic—bust
that your defense attorney, surgeon or by fun” is clearly essential. Employers are
your butt to crank out automobiles that
air traffic controllers have a lot of fun
will rust in inventory.” paying more attention to location: Is the
at work? If you’re much older than 30,
you may not feel all that great about By contrast, engineer- place central? If not,
it. At the very least, you may wonder turned-entrepreneur David employers have developed a
whether it’s appropriate. If you’re a Hall, chief executive of HFL
Millennial, you’re more likely to wonder Ltd. in the UK (and a range of services to
why anyone would object to people Boomer), believes that facilitate life in the
having fun at work. playfulness and creativity workplace. PN in France is
have a vital role in the
workplace, even when it opening a sun bar—a
Is creating more fun for comes to serious Christelle ”luminotherapia” area
Millennials at work a businesses. He took a
where people are going to
cop-out, or is it a way British government-owned
laboratory with a monopoly in drug- be able to have a break and take their
to harness untapped testing racehorses and turned it into daily quota of “sunlight” even in winter.
smarts? an innovative and award-winning
private company. Along with his “day Music has also entered the office with
The traditional command-and-
control approach to work certainly got job,” he consults widely on fostering the Internet and iPods. Nevertheless,
things done for decades. But did it make playfulness and creativity to generate
having fun at work is not something you
moneymaking innovation.
can demand or even advise. It’s only
something top management can
facilitate, sometimes provoke, and for
sure let spread by itself.

—Christelle Coche-Dupeuble, Managing Director,

Porter Novelli France


Millennials say
When managing younger people, it is vital to remember what competencies we
bring to the table. I have felt at many jobs that my abilities are greatly
underestimated and that older managers do not realize the full potential of
their younger counterparts because they are so far removed from their own
experiences at that age. Today an internship is not the only means to
experience valuable work; in the classroom, applicable projects, including
those interacting with real business clients, are available. Older managers
must realize that there are many students and recent graduates that can be
made useful and can be relied on for important accounts and client work.
Though it is important to gauge younger interns and employees to their skill
level and work with them to better their abilities, the majority of students
have much more experience in their specialized field than managers realize,
and in some cases, older managers fail in their attempt to find out just how
worthwhile interns can be.
—BLAIR RILEY, Intern, Virginia Polytechnic Institution and State University, class of 2008




profitability and drive up shareholder
Each generation has its own
value. Looking for their first jobs during
distinctive perceptions of work and
the recession of the early ’90s, while
business. People who lived through the
at the same time confronted by
Depression were glad to have a job.
increasing globalization and
Most hoped that their jobs would be
competition from lower-cost countries,
stable and long-term; they gave their
many adopted a nihilistic attitude.
loyalty and diligence in return for life-
(Remember Reality Bites?) But as they
time employment.
matured, Gen X buckled down and
The Baby Boomers had a more ramped up their work ethic—
complex set of attitudes. As or at least adopted a
adolescents and young adults, defensive, political
SMART TALK many of them were rebellious
with liberal/left-wing
approach in hopes
of surviving any
tendencies and layoffs that
Millennials don’t see questioned the norms of may be in
people in the workplace business. Yet many their future.
turned out to be hard- They gave up
as aspirational—they
driving workaholics—it on the idea of
don’t aspire to be was this generation who having one job
anybody other than earned the nickname for life.
Lisa Davidson “yuppies.” And some
themselves. Thus the Millennials
notable business icons, such
grew up in a time
coaching a manager provides is often as Richard Branson and Steve
of prosperity—and in
Jobs, mixed both elements.
less about them and their actual work many cases grew
than about their lives. It’s often less Generation X grew up in the shadow accustomed to their parents making
of the Boomers and initially rebelled and spending lots of money—but are
about the “workplace us.” against their hard-driving ethos. In entering the workforce at a time when
their formative years they were seeing the global economy seems to be losing
—Lisa Davidson, Partner, Head of New York Health Care businesses shedding staff to raise its footing. Work now often means long


hours and uncertain long-term
prospects for most, and Millennials SMART TALK
are struggling with the conflict
between their expectations of To Millennials, the world of business means boredom, captivity. I think a
easy money and the realities lot of Millennials want very little to do with the world of business. Thus
of entry-level jobs circa 2008.
the onus is on organizations and managers to ensure as challenging and
Now they’re also
increasingly confronting the interesting a workplace experience as possible for Millennials, for as long
specter of outsourcing. New Helen Ostrowski as they care to work with us.
York Times columnist Thomas —Helen Ostrowski, Chairman, New York
L. Friedman wrote in 2004,
“When I was growing up, my parents
used to say to me: ‘Finish your
dinner—people in China are starving.’
I, by contrast, find myself wanting to
say to my daughters: ‘Finish your
homework—people in China and India
are starving for your job.’”
In any case, the traditional career
path increasingly looks like a road to
nowhere. In the past decade or so,
Millennials have also seen a few
unorthodox, relatively young
entrepreneurs strike it very rich, not by
climbing the corporate ladder but by
setting out on their own with a big,
bold idea (Larry Page and Sergey Brin
of Google, Mark Zuckerberg of
Facebook). Millennials have also seen
other young hopefuls competing
against each other for high-powered
jobs in shows such as The Apprentice
and pitching business ideas in
Dragon’s Den, both of whose formats
are widely franchised around the world. SMART TALK
These role models never (or briefly) It’s difficult to find a balance between the
paid their dues in an entry-level job, staffing needs of a company and the
and Millennials often assume they
shouldn’t have to either. “Give me personal needs of a Millennial. They also
more responsibility” and “Let me work are very impatient, and many are focused
up to my abilities” are common
on status—we actually had a Millennial
refrains from young employees. At the
very least, they want to understand (an account manager with four years’
the big picture. A recent LeadershipIQ experience) leave because he wasn’t
article dubbed them Generation Why,
explaining that they grew up with promoted to account director in six
parents who encouraged questioning months and “wasn’t consulted on the
and now “want to know how they, as
strategic direction of the agency.” Those
well as their work, fit into the whole.
They want to know how the tasks who have strong accomplishments (or the
they do affect the department, communications skills to make you
organization, field or world as a
whole. They’ve grown up wanting their believe) have power and find it very easy
lives and work to be meaningful, and to find a new, though from a traditional
they want to see how meaningful it perspective not necessarily “better” (more
will actually be. Generation Y workers
have little patience for tasks that are pay, higher position), job within days.
rote and, as they see it,
meaningless.” —Balázs Szántó, Chief Operating Officer,
Noguchi Porter Novelli, Budapest


Gen X’ers say
Younger people are looking for mentors and coaches, not necessarily bosses.
Also, it is of critical importance that managers have integrity and follow
through on commitments. Younger people enjoy working with their peers, not
entirely losing the hierarchy of the traditional work environment but
creating more opportunities for cross-team or intra-level project work.
Finally, younger people are focused on a career path—they want projects
that are challenging or contribute to their development. Of course, not
every project is “challenging,” and there are often ones that are outright
boring (the “pay your dues” type) but still necessary. Younger people aren’t
interested in paying dues, so it’s the older manager’s job to present this
assignment in a way that aligns it with the younger person’s development
goals. . . . —TEGWYN COLLINS, Vice President, New York


SMART TALK What do Millennials
see as the “deal”
live-to-work predecessors is that they
expect to have a life outside work; in
fact, some expect their work to
Is there a corollary with conscious between them and accommodate the timetables of their
consumerism? Conscious employee-ism? employers? personal life.
Aren’t Millennials looking to work for a
A feew
A f wd deeccaad
deess aaggoo, the deal was They also want their work time itself
company that values social responsibility mutual commitment for the long haul, to be pleasant. A 2006 survey of
as much as financial outcomes? I know with no big surprises and no great 1,250 executives in 16 European
expectations. Is there such a thing countries conducted by Forrester
one recent Wharton grad, brilliant guy, Consulting found that “Some of the
now as a “job for life”?
who chose to work at a clean- Does any employer dare to key elements that Millennials are
tech VC firm called Good offer such a thing? And do looking for at work that will allow them
Millennials even want it? to be most productive include:
Energies, not because that’s
likely to be the most financially Millennials grew up with • A flexible work environment and
a surfeit of options— work schedule, one that allows
lucrative choice for him but for work/life balance.
everything from cable
because he sees them as channels to Starbucks
primarily values driven. The David Zucker beverages—and they • Teamwork and a collaborative
trick is for companies not to expect ever more choice.
jump to painting themselves as values
They’re accustomed to being wooed by • Up-to-date technology.
brands. They’ve seen that things
driven if the commitment is not highly change fast, and that once mighty • A forward thinking, responsive,
credible and visible. Millennials will see businesses can quickly decline. They and innovative company.
know that employees expect to change
right through the hype. Make it real and
jobs many times through their careers. • Streamlined business processes.”
engaging. Make sure they can help shape And they know that in many sectors of
Sometimes they want a lot more
how these values are expressed, and help many developed countries, there are
than that. While stereotypes and
them to be involved according to their more jobs than people to do them.
generalizations are specious, media
own interests and schedules. That’s what The result is that many employers depictions of Millennials are telling. In
find themselves adjusting to a new the most extreme cases, Millennials
will be most attractive to job seekers who
range of attitudes among their younger are portrayed as spoiled prima donnas
are conscious employees. employees. One of the most important who expect to be praised and
—David Zucker, Partner, New York differences between them and their appreciated just for showing up—a


Today’s work environment looks a lot
different than what it was 20 years ago,
and today’s employers are making the
necessary adjustments. Back then, going
to work meant getting to the office by
8:30 a.m., working in an office with
basic furniture in satisfactory condition
and mingling with colleagues at the
lunch table, holiday parties or summer
outings. Today, going to work means
getting to the office without an exact
start time, working from a space
legacy of the noncompetitive, is to be managing the
“everybody’s a winner” environment of extension, sort of, of the addressed to your needs (e.g.,
1980s and ’90s childhoods. The most teenage babysitting pool.” adequate lighting, comfortable
controversial reports describe them as
Less controversially, chairs and cool architectural
needing managers who are able to
there’s no doubt that
nurture them and act as a surrogate design elements to inspire
Millennials expect to
parent at times.
learn at work. They know creativity) and socializing with
According to Porter Novelli CMO that things are changing colleagues at impromptu happy
Sandy Chun
Marian Salzman, speaking on 60 fast, especially
Minutes, “You do have to speak to technology, and that hours, team-building events
them a little bit like a continuous learning is and elaborate holiday and summer
therapist on television essential. More than any
parties. Employers are responding to two
might speak to a earlier generation,
patient. You can’t be Millennials have had key challenges: recruiting and retaining
harsh. You nurturing talent and scheduling more fun and
cannot tell parents, and
them you’re they expect entertaining activities to foster a
disappointed that collaborative work environment.
in them. You nurturing, and
Technology is great, but we rely on it too
can’t really ask the personal growth
them to live and that results, to much when colleagues who sit near each
breathe the continue. They seek other communicate via e-mail. Twenty
company. Because the “three C’s”:
they’re living and change, challenge years ago, you used to see a lot of people
breathing themselves, and that keeps and choice. They want to be closely around the watercooler catching up on
them very busy.... These young people mentored and to be given opportunities current events, but today you’re lucky to
will tell you what time their yoga class to develop new skills. Many watched
is and the day’s work will be organized their parents remain loyal to a run into one person getting a cup of
around the fact that they have this company only to be made redundant in coffee or water.
commitment.... How wonderful it is to the 1990s recession. They’re eager to
be young and have your priorities so make themselves employable and —Sandy Chun, Senior Vice President, Director
clear. The flipside of it is how awful it multiskilled. of Administration, New York


Millennials say
I feel that most “older managers” just accept the fact that the standard for
young people is to not stay in a particular job for very long. However, they
don’t realize that one of the main things that young people are after in the
job market as well as in life is long-term stability and that we can be
extremely loyal when these objectives are met. We want to be assured that we
are on the right path and that “paying our dues” will eventually lead us to
an opportunity to grow and prosper. There are many things that managers can
do in order to make my generation content enough to stay loyal to a
particular company or job. I know from personal experience that relationships
between managers and young talent are key to successful growth in a job.
Also, work-life balance is extremely important to most young people. Being
able to work through telecommuting, flex days and having a manager who
understands that you have a personal life and obligations will contribute to
a much better work environment. —JILL SPIRITUS, Research Assistant, New York





M ma
m ay
y feel in which they don’t develop a clear
bad about themselves sense of identity. “By spending
when they hear about inordinate quantities of time in the
how previous generations had
to make do with less, work
interactive, virtual, two-dimensional,
cyberspace realms of the screen, she SMART TALK
harder or be more believes that the brains of the youth
independent earlier, and how of today are headed for a drastic Millennials in China—the one-child-per-
earlier generations were more alteration,” the article said, and went family digital princes and princesses who
respectful, adventurous or on to quote her saying: “They are
appreciative. But they feel a destined to lose an awareness of who grew up being given everything their
certain pride at being adept and what they are: not someones, or families can afford—have evolved in an
with all things digital. Other anyones, but nobodies, eh!”
unexpected way. They enjoy great
generations respect their
One positive consequence of freedoms unimaginable to their parents
technological smarts, even if
Millennials’ online socializing is that
they may complain about how and grandparents: relatively high
their friends are no longer limited by
Millennials are too reliant on
geography. Young adults today disposable incomes, an avalanche of
gadgets. Millennials are also aware
interact with people all over the world
that they are much more adept at international brands to buy, an explosion
in their social networks, and they
multitasking and pulling together of media channels, numerous interactive
take diversity as a given. Whereas
information from diverse sources.
young adults 20 years ago were relationships around the world and a
However, for the moment, it seems impressed enough by images of
that the stories they are telling about multicultural youth that Benetton was sense of political openness and change.
themselves and their generation able to build a successful ad Given these freedoms, they have created
aren’t yet properly formed and campaign around them, today’s young
an unusual social model—brand-literate
articulated; they’re more likely to adults increasingly take those sorts
play back what others are saying of scenes for granted. They want a consumers with a strong sense of
about them. As a prosperous, diverse workplace (and White House, national pride and unity. This has been
relatively content generation growing as evidenced by the strong youth
up close to their families—and often support for U.S. presidential demonstrated in recent months with the
still living with their parents—they candidate Barack Obama). This isn’t response to international criticism of
haven’t yet completely differentiated just a function of living in the digital China’s attitude to Tibet and the Olympic
themselves from other generations. world but a reflection of the real
As a Pew survey on Generation Next world as well; populations everywhere torch relay, and to corporate and national
in the United States put it, “While are becoming more mixed. reaction to the Sichuan earthquake.
most Gen Nexters see themselves as
China’s Millennials have responded not to
part of a unique generation, they are
hard pressed to come up with a word
Are Millennials the criticism of the Chinese government but
or phrase to describe their first Environmental to criticism of the nation and people of
generation. In fact, they had an easier Natives too? China. These new digital patriots turn
time describing their parents’
generation than they did TTh
hee een
ntt h
haass been a their fire on anything that offends their
their own.” growing concern since the ’60s but
for most of the past four decades it’s sense of new China-ness—and they have
The big role of technology in been the domain of “tree huggers.” become world leaders in turning Net fury
Millennials’ lives has prompted That’s changed, of course, in the past
concerns that it’s making them lazy into action on the street, as shown by
few years, as the worrisome findings
and too accustomed to instant, on climate change have become recent boycotts of the French retail chain
effortless gratification. The problems impossible to ignore. The environment Carrefour, Sharon Stone at Cannes and
could go deeper. British
neuroscientist Susan Greenfield told companies and countries seen to be
the Sunday Times of London that she’s miserly in their donations to earthquake
concerned that
Millennials risk relief. These are lessons to be learned by
the “Nobody the world’s big brands—and they must be
learned quickly.

—John Orme, President, Shunya International, Beijing


became the cause du jour just at
the time many
Millennials were
arriving on college
historically centers
of activism.
There they were
able to persuade
administrators to
take all kinds of
green actions:
replacing plastic
utensils with ones made from
corn, abolishing cafeteria
trays so students wouldn’t
be as likely to take more food
than they could eat, developing
recycling programs, constructing
SMART TALK environmentally friendly buildings and
purchasing renewable energy. Why
the environment be the issue that
defines Millennials’ sense of identity?
would anyone expect that spirit of It’s not just the environment that
Millennials will change the business advocating for change to end at motivates Millennials. Having grown up
model of Internet commerce. Today’s graduation? in a rampantly interconnected world,
business model is As Business Week put it in an this generation has a higher
article last year, “businesses that awareness, and concern for, others
oriented from business
want to attract the most qualified around the planet. They care about
to consumer. The candidates say they must appeal to social responsibility, whether that
Millennial generation students’ environmental means buying fair-trade coffee or, in
sensibilities. “They’re the future come cases, seeking employment that
will turn it opposite. will do good.
leaders of our company, the
They will group future investors, and future
Stefan Vadocz An article on Millennials in
themselves with others consumers,’ says the April issue of the
Lorraine Bolsinger, journal Science
with similar buying interests and create a vice-president for GE’s discussed these high
model from consumers to business, Ecomagination ideals: “Compared with
which will be beneficial for both parts of strategy. ‘Gen Y folks previous generations,
think that the ‘they are driven and
the transaction—better prices for environment is twice as motivated by different
consumers and better forecasts for important as the things. It’s not money
economy. We absolutely and material things like a
suppliers. They are more technologically
have to think about their car,’ agrees Avril Henry, a
savvy, more ecology aware and more concerns.’” human resources management
family oriented. It is very hard to get The environment has consultant in Rozelle,
become a mainstream Australia. Rather, ‘the
their interest. There is a lot of stimulus
concern and hot sense of doing
around them, so they try to use political issue at a time something worthwhile,
technology for organizing their life more when substantial [or] a noble cause,
numbers of Millennials motivates them,’ [Paul]
effectively and rely on family to guide Redmond [head of the
are making their
them through the emotional feedback presence felt. Could it careers and
labyrinth that’s created by their be that the environment employability service at
will be at the heart of the University of
addiction to iPods, Xboxes, Facebook... Liverpool in the UK]
the story that
Millennials increasingly says. Consequently,
—Stefan Vadocz, Managing Partner, ‘employers realize that if
tell about their
Neopublic Porter Novelli, Slovakia they want to tap into the
generation? Will active,
mainstream concern for talent, they have to tap


Millennials say
Digital Natives are a managerial challenge because face-to-face
communication has become almost extinct. We rely completely on technology
to communicate (texting, Facebook, e-mail) and therefore may lack
interpersonal communication skills. Digital Natives are a managerial
opportunity because they can teach older company members the tools to
becoming more technologically savvy. Digital Natives can best be leveraged
by utilizing their strengths, technological know-how, as well as providing
the tools to stay connected with today’s global world. —ANDREA BRANCHEAU,
Intern, Michigan State University, class of 2009


into corporate social responsibilities
promoting their values.’”
Similarly, global research completed
last year by the Kenexa Research
Institute in the U.S. found that
corporate social responsibility is a
strong motivator for workers in Brazil,
China, Germany, India, the UK and the
U.S. “Participating in corporate social
responsibility (CSR) activities provides
more benefits to an organization than
just giving back to the community and
‘doing the right thing,’” Kenexa
announced in a press release. “The
latest research suggests that an
organization’s active participation in
corporate social responsibility efforts
has a significant influence on
employees’ engagement levels and
views of senior management. Among
the six surveyed countries, the
research indicates that working for an
organization where employees
positively view CSR efforts has a
significant, favorable impact on how
they rate their pride in the
organization, willingness to
recommend it as a place to work and
overall satisfaction.” The geographic
differences are noteworthy, with older
employees in China and India having
the most favorable views of CSR and
younger employees in Germany, the
U.S. and the UK valuing it the most—a
useful reminder that Millennials are
not always the same the world over.

Millennials are committed to doing
something meaningful, making a
difference—because it’s important to them
personally, not because
it’s important to the
company they work for.
Teach for America saw a
big spike in applicants
Wendy Hagen this year. Millennials are
more comfortable with
technology as a utility or like oxygen—it’s
no big deal; they take its presence and
functionality for granted.

—Wendy Hagen, Partner, Director, Planning and

Integration, Washington DC


Gen X’ers say
I wish older, more traditional managers would understand that the rules have
changed. We need to adjust our management and workplace to meet the needs and
desires of Millennials. If we keep doing things the same way we did 5, 10, 20
years ago, not only do we get stale in business but we won’t have any junior
employees. This younger generation is dedicated, hardworking and driven like
none other, and we should embrace and learn from them. —SHERRY GOLDBERG, Vice
President, New York
Millennials say
I think there’s a real need to recognize talent for what it is, and not “by
numbers.” What I mean is that the playing field is changing and team
players are judged on experience, ability and attitude. This goes across
the board, though, so older folks won’t just get respect because they’re
older—they’ll need to earn it! If younger people feel they are being
treated “like a kid” as a result of their manager talking about “how long
they’ve been in the business yada yada,” then they won’t perform as well. In
today’s workplace, age is just a number. —SHILPA SAUL, Associate Director, London



and the prospective employees are, research found, “Ninety-one percent of

There’s no doubt that Millennials increasingly, Millennials. Employers may executives across Europe said that they
are shaping the way business is done.
not like this situation, but they’d be wise recognise the different working styles of
Their disinterest in professionalism and
to pay attention to it. Now the message the new generations, and 73% said their
expertise, their loss of faith in
from employment consultants and HR company had responded to these
certifications and, perhaps most
specialists is that employers will have to requirements. However, of the small
significant, their lack of interest in privacy
adapt to meet Millennials’ needs, or else number of respondents who fell into the
are not trivial matters. While some
they’ll walk out and find other jobs. Millennial age group, only half thought
employers and senior colleagues may hope
the company they worked for had
these changes are temporary, there’s no As Porter Novelli senior vice president
responded to their needs.”
denying that at least some will have lasting Iya Davidson puts it, “Unlike the ‘me’
effects. The question is, Which ones? generation prior, they strike me as the In the spirit of Intelligent Dialogue, we
‘you for me’ generation. In other words, I believe the best course for navigating
It’s possible that Millennials will call
feel they put a lot of onus on us to create these new intergenerational waters is
the shots from here on in. Throughout
conditions and accommodations that communication and questioning. We—
the developed world the demographic
make them comfortable and fulfilled.” employees and employers, subordinates
bulge of Baby Boomers is moving into
and managers, Millennials and Boomers—
retirement, and Millennials will be taking Perhaps the most significant problem
should be asking ourselves and each other
their place. In Europe alone, 51 million is a lack of understanding all around. The
smart questions. What can we learn from
Millennials are expected move into the Forrester Consulting survey cited above
one another? How can we work together
workforce in the next ten years, and 48 reported, “Strong differences exist
to create an environment in which
million Baby Boomers will retire. between the responses of older and
everyone thrives and business gets done?
younger [European] executives regarding
In many sectors and many regions, Rather than resorting to snap judgments
their understanding of the Millennials and
there are now more jobs than people to and generalizations, we believe ongoing
what they think their companies are
fill them. This balance of supply and conversation—sometimes even debate—is
doing to encourage productivity and
demand makes it an employees’ market, the basis of understanding.
information sharing.” Specifically, the


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“Dakinewavamon” Kline


The Porter Novelli
summed up in two words: Intelligent Influence. The basis for
Intelligent Influence is Intelligent Dialogue. As yesterday’s mass
media morph into today’s interactive media, people expect to talk
back at journalists and opinion leaders. Yesterday’s way was set-
piece monologues broadcast to passive audiences by powerful
brands and media owners. Today’s way is fluid, evolving dialogues
conducted across multiple, linked channels. Ongoing dialogue is
now possible and is truly the best basis of dynamic long-term
relationships. Easy sound-bite answers are seductive; they give a
comforting but illusory sense of resolution. Instead, we need to
cultivate open, questioning minds that ask smart, creative
questions. Smart questions spark Intelligent Dialogue, open up
thinking and tap into the power of many minds.

PORTER NOVELLI was founded in Washington, D.C., in 1972 and is a part of

Omnicom Group Inc. (NYSE: OMC) ( With 100
offices in 60 countries, we take a 360-degree view of clients’ business to
build powerful communications programs that resonate with critical
stakeholders. Our reputation is built on our foundation in strategic planning
and insights generation and our ability to adopt a media-neutral approach.
We ensure our clients achieve Intelligent Influence, systematically mapping
the most effective interactions, making them happen and measuring the
outcome. Many minds. Singular results.

CONTACT: Marian Salzman, Chief Marketing Officer, Porter Novelli

Worldwide, 75 Varick Street, 6th floor, New York, New York 10013, 212.601.8034
Porter Novelli Worldwide
75 Varick Street, 6th floor
New York, NY 10013

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