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O P I N I O N
Myth busting
E very corporate leader has heard the stigmas of the millennial generation: those hooligans grew up with social media for instant wide-spread validation, have Google allowing for immediate answers and information, and have an array of other resources at their fingertips to expect feedback and encouragement early and often. In terms of feedback, there’s a big difference between what millennials want and what you’ve been told they want.
young professional arena, is frequently coming fresh out of school and thrust into a new and unfamiliar territory. Compared to the visible structure and direct feed- back received in collegiate education, working in the industry rarely provides such a clearly delineated framework. Offering criticism is unequivocally “Whether an entry-hire millennial or baby-boomer CEO, don’t desensitize yourself to the integral value of feedback and fall victim to the societal myths surrounding it.”
Mitchell Shope
Additionally, if you want to engage a millennial in the workplace, you’d better start by allowing flexibility and emphasizing work-life balance, right? And, of course, having been excessively coddled and receiving a trophy for each and every venture, the millennial generation is unable to understand true work ethic and just reward. From a millennial perspective, which of these are founded, unwarranted, or influenced by outside factors? ❚ ❚ Myth 1: “Aren’t millennials renowned for crav- ing feedback?” While a recent Gallup survey reveals millennials tend to desire consistent feedback more than their generational peers, there are several un- accounted-for factors that impact this gap. The mil- lennial crowd, typically falling into the entry level or
See MITCHELL SHOPE, page 12
THE ZWEIG LETTER May 27, 2019, ISSUE 1298
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