Generations Continued - the Trophy Kids

Entitlement is a word that is synonymous with the Millennium generation, according to "The Trophy Kids Grow Up: How the Millennial Generation is Shaking Up the Workplace"(Ron Alsop). They want instant gratification, and more than 85% of hiring managers and human resource executives state the entitlement aspect is much stronger than with any other generation. Careerbuilder.com conducted a survey which resulted in 74% of the respondents expecting higher pay, 61% wanted flexible work schedules, 56% a promotion within a year and 50% expect more personal time. Loyalty is a non issue as evidenced by 44% who stated they would renege on a job acceptance commitment if a better offer were to come along. (Monster Trakon line survey). Evaluations are expected much more frequently than with other generations, and this group want loads of attention and guidelins from employers. As they were raised with so much affirmation, (from parents) they come to the workplace wanting more. Parents have placed a high premium of success, often praising when success didn't happen to avoid issues with lack of self esteem. In the current job market, this group still has high expectations of themselves and what is in it for me, but will have to temper some of those expectations. However, one of the major issues for employers is retention; a non fulfilling job will have a millenial looking for another employer in a heartbeat. Three jobs in a year does not create a problem in their mind. Having been somewhat coddled by their parents, they don't think twice about moving back home while searching for their next position. Companies actually need to work on slowing down the mobility rate as this group is needed to fill vacances being left by retiring baby boomers. Companies must also adapt if they are to compete for the top talent in this group who work well in teams, have had the latest and greatest technology training, and are extremely adept at multi tasking.
It is ironic that the baby boomer parents are the ones who have created this generation of workers. Indulgence at home does not necessarily translate to indulgence at work. Managers must learn to treat this group with respect and adapt where necessary in order to maintain and grow this talented group in the workforce. And, in reality, isn't more feedback something we all strive to obtain?