—Gabrielle Jackson Bosché

Author, 5 Millennial Myths: The Handbook for Managing and Motivating Millennials

Can't we just skip Millennials and start hiring the next generation?

Admit it, the thought has crossed your mind. And guess what? You're not alone! I am asked this question nearly every time I get on stage to speak about Millennials and leadership.

Today's Millennials are painted as entertainment-addicted, entitled twenty-somethings who can't look up from their smartphone to shake your hand.

Millennials aren't the first generation of youth to get a bad rap. If stereotypes were true, every Gen Xer was a grunge kid. Every Baby Boomer was a useless hippie. Every traditionalist was a good-for-nothing greaser.

Generations are not created in a vacuum. They are the imperfect production of parents, pop culture, and politics. Millennials were born into an economic boom and graduated into a major bust. We were raised on the Internet. We live in a world where knowledge is borderless and information platforms keep facts fluid.

Today's managers look at this generation with amusement and confusion. To them, we are terrifying, strange, and inspiring.

A quick Google search on Millennials and your browser is flooded with headlines:

“Millennials expect a raise and promotion in year one.” “Here come the Millennials…are you ready for their ego?” “Expecting loyalty from Gen Y may be expecting too much.”

The critics have it wrong.

When I look out at my generation, I don't see selfish, lazy, and flaky kids. I see individuals passionate about justice, committed to making a difference, and ready to be taken seriously.

Millennials refuse to accept the status quo. We want careers that crisscross industries. We trust leaders with raw authenticity. We crave experiences that last more than moments. Our favorite verbs are disrupt, dream, digitize, and sustain.

I graduated from college in 2009. It was the height of the recession and well-paying jobs were hard (i.e., impossible) to come by. But by some luck, I had found one. I would be working in a political consulting firm, preparing for a statewide election in California.

It was my first day on the job. Four weeks prior, I was walking across the graduation stage. That day I was walking into the rest of my life.

Looking behind me, I saw the faces of my parents cheering me on. I could feel the support of my professors, and the pressure to make them proud.

I put one foot in front of the other as I passed through huge glass doors and into my destiny.

The receptionist greeted me in the lobby and asked me to follow her to my office. I have an office? My friends are still taking fancy coffee orders and I have my own office! Before I could decide on a color scheme for my new workspace, the receptionist stopped in front of a closed door and pointed. “There you go! Let me know if you need anything.”

I looked at the door with anticipation. This was it. I cracked the door and pushed. Before I could rush into my magnificent working quarters, I was hit like a wave with the overwhelming stench of bleach detergent.

There it was. My office. Formerly a cleaning closet, it was now my very own productivity center. Once the fumes subsided, I sat down and made myself at home. I had no idea what I would be doing or what I would be working on, but in that moment, I had made it.

Work was not what I had expected. Office hours were long. Project assignments were complicated. The culture was foreign and boring. Six months later, my manager noticed my mood had changed. He pulled me into his office and did something incredible. He said, “Gabrielle, I know that you probably aren't doing the work you thought you would be doing. I'm sure it isn't as fun or as exciting as you were anticipating.” I tried to not agree with him. Was I getting fired?

He continued, “But I just wanted to say, thank you. When you serve your clients better, it helps all of us serve our clients too. So, thanks.”

That was it. It took 60 seconds to change my understanding of management forever. Managing the Millennials will have a similar impact on anyone who reads it.

Chip and Mick have investigated the motivational forces that drive Millennial performance. They have conducted primary research to collect firsthand data on how Millennials communicate. They have developed profound resources for leaders of every industry to create a more generationally inclusive environment.

I want to applaud you for picking this book up. It is the first step to a journey of creating awesomeness at work. Organizations that apply the contents of this book are excelling in their industry, while businesses that refuse to embrace it are being left in the dust.

The only place there is a generation gap is in our heads. Working with corporate management teams has taught me that every employee wants what Millennials want: fulfillment, recognition, appreciation, and compensation.

This book will provide you with incredible insight into managing the next generation. But more than just managing Millennials, this book will fundamentally change how you lead and relate to others.

Get ready to have your mind and your influence rocked. Get ready to finally understand the Millennials.