Sinek’s assessment of the millennials seems right. He has tactfully assessed millennials from an angle of their upbringing, expectations, technological use, and their immediate environment, which cumulatively bring out the special characters that millennials are known for. In the discussion, he has mentioned that millennials have a serious liking for instant gratification and a need for rewards even where they are not due. The same trend is extended to the workplace where millennials expect to have preferential treatment and instantaneous achievement and rise in careers. Case sample is an intern who could not hold her anxiety after she was requested to wait for an opportunity to be absorbed in the company. She was restless and eventually left after she failed to contain her anxiety. Three months later, the opportunity showed up, but the company could not consider her.
Employers should try to understand the dimension from which this group is coming from. Sinek has mentioned that the method of parenting has immensely contributed to this group being too expectant, impatient, and too demanding. In such cases, employers should be aware of the different issues that affect millennials and create working environments that are reflective of such needs (Kapoor & Solomon, 2011). The study has also identified communication as a major element in the making of such an environment. To leverage on millennials talents, Thompson & Gregory (2012) have advised management to adopt different management styles that are reflective of the volatility displayed by millennials.
Kapoor, C., & Solomon, N. (2011). Understanding and managing generational differences in the workplace. Worldwide Hospitality and Tourism Themes, 3(4), 308-318.
Thompson, C., & Gregory, J. B. (2012). Managing Millennials: A framework for improving attraction, motivation, and retention. The Psychologist-Manager Journal, 15(4), 237.
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