7 Mindsets Of Millennials Employers Need To Know


As of 2017, the percentage of millennials in the workforce outnumbered all other generations for the first time in history.

With over 56 million of them in the market for a job or working in the job force already, it makes sense for employers and potential employers to know how they think differently and what makes them tick.

Here are seven mindsets of these young workers that will help bosses understand them and help them succeed.

Millennials Want to See the Path to Leadership Right Out of the Hiring Gate

Millennials are not happy joining an organization and toiling away in the role they were hired for without knowing when (or if) the promotions are going to start coming. This generation likes knowing what’s going to happen. Blame it on the “instant gratification” era they grew up in, but you won’t find many millennials who will do their work without question and hope they get rewarded for it in the future.

They Need to Believe in What They Do

If your company doesn’t have a strong vision statement and core values, it’s less likely you’ll attract millennials who want to get behind you and help make you a success. This generation is passionate about their ideals – and they want their careers to reflect that.

Millennials are much more likely to leave a job because they have a moral conflict with how the company is run than any generation that has come before them. However, they’re also more likely to work for lower pay and longer hours if they really believe in what you stand for.

They Prefer Electronic Communication in Many Cases

If they can communicate without having to do it face to face, millennials will almost always make this choice. Many of them feel that meetings and in-person pow-wows are a waste of time and would much rather shoot a co-worker a text or send them a quick message in Slack than actually knock on their office door.

They also prefer a “paper trail” of communication they can refer back to later when using the information to complete projects or clear up misunderstandings.

They Want to See the World – Or at Least the Other Side of Town

If you want to stick an employee in a cubicle and don’t plan on him or her seeing any different scenery for the next 10 years, you might not want to hire a millennial.

This generation has a lust for travel, and they’ll be the most likely to volunteer for that overseas assignment or to ask if they can work from their laptops while seeing the world. If the job you’re hiring for requires travel or involves getting immersed in new cultures, a millennial might be the perfect fit.

Millennials Don’t Want Annual Reviews – They Want Ongoing Conversations

Think your new millennial employee will work away quietly until his annual review comes up? Think again. This new generation wants constant feedback on how they’re doing, where they can improve, and how their work fits into the bigger picture.

If these employees aren’t aware of what you think of their work, they may start to get nervous or even needy and insecure. It makes sense to invite your millennial employees to monthly meetings where they can be a part of the brainstorming or planning process and where they can be a part of company-wide conversations.

Millennials Don’t Want to Fix Their Weaknesses — They Want to Develop Their Strengths

Is your new assistant great at sending out proposals but rotten at answering the phone or returning calls? No matter how much you talk to her, it’s likely she’ll continue to rely on what she does best and either delegate the other tasks – or simply hope you’ll give them to someone else.

This generation isn’t interested wasting time on what they’re not already good at and may balk at suggested training that focuses on areas they need to improve. They’d much rather keep their eye on their strengths and blow your socks off with their established talents.

Millennials Ask for What They Want – Whether They Deserve it or Not

Other generations of employees wouldn’t dream of asking for a raise before their annual review or offering feedback when it wasn’t solicited. Millennials, however, are outspoken and are used to asking for what they want whether they think they deserve it or not.

While this can be frustrating, it’s also nice to always know where they stand. The other good thing about it is that asking for what they want so often means they’re also good at hearing the word “no” and moving on with little to no offense taken.

Every business owner is likely to hire millennials to work for their companies in the present or near future. It pays to know how they think differently from you and your other team members so you can maximize their potential.