It rarely takes more than a few minutes for a Boomer manager to start complaining about how much time Millennials spend on their cell phones: “Will you get off your cell phone? No wonder we can’t get anything done around here!!” But is it a REAL problem, or a PERCEIVED problem? Do cell phones actually impact workplace productivity?
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In a world where superstars recount failure as the vital turning point toward their success, is it now OK to fail? Is there really such a thing as “failing upward”? Or is this new way of talking about it just reinforcing Boomers’ criticism of Millennials and Millennials’ unwillingness to take risks? Join Kelly and Robby as they discuss common attitudes towards failure and why they are killing performance.
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Boomers LOVE to criticize Millennials when they don’t “act like adults” – an observation that is often subjective. And, of course, not every Millennial is guilty of childish behavior, but both generations love to generalize! However, where there is smoke, there is often a fire around somewhere. Join Kelly and Robby as they take on dysfunctional behavior in the office and figure out what is childish – and what is negotiable.
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Your old-school, micro-management approach scares off all the talented young employees. There are three habits in particular that Millennials hate about managers. Despite the stereotype that all Millennials have grown up coddled with a shelf full of participation trophies, they really just need a little bit of feedback and face time.
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We’ve always believed that raises and promotions are a reward for a job well done. You’ve got to earn your keep and demonstrate your value before coming to the boss with your hand out, right? Apparently not. In contrast with Boomers (and every other generation preceding them), Millennials tend to want a raise, or a promotion, or perks like their own offices as a right of employment! They are more like rights they deserve rather than rewards that are earned. Not surprisingly, that doesn’t always sit well with Boomers, who see themselves as having worked their way to the top.
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Crazy work hours can be a huge disruption to communication and collaboration, and Boomer managers typically aren’t adapting very well to the idea of “come and go as you please.” So, what are leaders to do?? Join Kelly and Robby as they try to figure out why Millennials can’t seem to make it to work by 8:00 am (allegedly), and why Boomers insist on rigid work hours (usually).
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