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What really happens When Millennials Take Over?

When Millennials take over, how can you embrace their stampede into the workforce? With these organizational changes, of course.





Millennials are taking over the world, the workforce, and your life, oh no!

Errbody trembling about Millennials taking over. They love to talk about how we feel “entitled.” When you had parents tell you to educate yourself and you’ll prosper, and they micromanaged your education down to the letter grade, then you enter the workforce with thousands of dollars in student loan debt, you might feel a tad entitled to a chance at a decent job too. Instead, Millennials graduated into a rotten economy and a lot are still scrambling to find a decent job.

Millennials are ready to make some changes. Jamie Notter and Maddie Grant, co-authors of When Millennials Take Over completely get it. Not at all surprising, since their main gig is to help organizations build outstanding work cultures and succeed in the age of technology.

Their book profiles exactly what a Millennial employee looks like so business leaders of a different generation (that’s you- Baby Boomers & Gen-Xers) can see why it’s important to incorporate them into their vision. There are some great examples of companies doing things right, case studies, and great takeaways to help you understand Millennials and how they can be a positive influence on your company.

We are experiencing a fundamental shift between two eras right now. The mechanical organization of the workplace, what this book calls the “machine model of management,” is falling apart. Out with the old model in with the new- which is all due to the social internet revolution. Who is on the forefront of this workforce revolution? Millennials.

With Millennials entering the workforce in droves, you may want to consider some of the tactics in this book. For those curious about how your business can incorporate these Millennials stampeding into the workforce, Grant and Notter suggest four important organizational changes you must embrace to make the transition:

1. Get digital

Digital is the most obvious keyword attached to the millennial generation. We use social technologies like they’ve always existed. Digital technology can open a new world for handling marketing, customer service, internal communication, etc.

The digital world prides itself on being innovative, and Millennials are comfortable going along with the constant change and improvement upon technologies.

If you’re old school and scoffing at this digital revolution, When Millennials Take Over argues that behind all of this technology, “is the full adoption of the core principles of what being digital means: putting the customer or user first, serving the middle, not just the top, and continuous innovation and improvement.”

2. Clarity

Millennials can’t quite comprehend why an organization would be stingy with information. Closed door meetings, not sharing financial data, and not involving staff in the decision making process= missed opportunities to Millennials.

With the digital revolution, information flows freely. The key is making information in your organization available to more parts of the system.

While not every last bit of information should be made clear to everyone in an organization, we need to challenge the traditional notion that only upper management should know how to do certain things. The more information people have, the better the results.

3. Fluidity

Using the old bureaucracy model of management will get you nowhere with this generation. It breeds frustration, resistance, and most importantly, it prevents innovation. There is some value in a hierarchy set up because it often reduces the load, but the book explains that a smarter set up of your organization would be circles and not pyramids.

Millennials need to feel like they have a voice and are meaningful to an organization, not that they’re just one small bolt in a machine. They take great pride in feeling like they’re an important piece of the puzzle. You will see results when you shift from a pyramid to a circle.

4. Move quickly

Keeping up with all the changes during this fundamental shift in eras is not easy but it is essential in order to function in the digital age. The book calls it a “pivot,” and if you don’t pivot quickly enough, you’ll lose out to those businesses that do.

Investing in speed will help you pivot. If you find yourself struggling to keep up, you’re not alone. You know who understands the value of speed? Who understands and works best when processes change quickly because it’s all they’ve ever known? You’ve guessed it. Millennials.

So maybe Millennials don’t deserve to be labelled with that off-putting word, “entitled,” but they do have high expectations of what they want when they enter the workforce and they plan on making those expectations a reality. These guys have a lot to offer your business if you can understand them and use them properly.


Emily Crews is a staff writer at The American Genius and holds a degree in English from Western Kentucky University. Reading, music, black coffee, and her two little girls rule her life. She sees herself one day running a tiny bookstore at the end of the Earth. In the meantime, she is thrilled to write for AG and also does copy editing (team Oxford comma) to keep her brain from turning to mush.

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  1. Pingback: Marketing to Millennials: What's the best approach? - AGBeat

  2. Chris Johnson

    March 24, 2015 at 8:04 pm

    You forgot the incompetence.

    The lack of accountability.

    The lack of ability to assert themselves and/or show initiative.

  3. Pingback: Can your website pass the "drunk user" test? - AGBeat

  4. Red

    April 8, 2015 at 6:35 pm

    And answering a tweet while ignoring a cash customer directly in front of them.

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Business News

Tis the season for employment scams – here’s what to look out for

(BUSINESS NEWS) Desperate times call for desperate measures. Seasonal employment scams are back on the menu and here’s how you can avoid them.



A serious man considers a clipboard in potential employment scams.

With the sheer amount of desperation surrounding the holidays, employment scams typically have a resurgence during this season. Thanks to the Better Business Bureau, there are some clear warning signs that can help you spot and avoid seasonal scams this year.

The typical crux of any employment scam revolves around a prospective employee’s willingness to pay for something upfront, be it training or some other kind of quasi-justifiable item (e.g., a uniform). However, other iterations of the scam actually involve an “employer” overpaying for something at the onset—albeit with a fake check—and then asking the recipient to wire “back” the extra money.

Either way, these scams can leave you jobless and with less money than you initially had, so here are some things for which you should watch out.

Firstly, employers shouldn’t ever charge you before hiring you. Some industries do require employees to make small purchases on their own dime (i.e., the aforementioned uniform), but payroll will usually deduct the cost of these materials from the employee’s first paycheck—not require payment upfront.

As a general rule, it’s probably best to avoid companies that charge you at all. Aramark, for example, is known for requiring employees to buy company clothes—and they’re no peach to work with. But desperate times may warrant an exception in this regard.

It’s also to your benefit to avoid postings that boast an “interview-free” experience. Put simply, no one is hiring sans an interview unless it’s nepotism or a scam. If you aren’t related to the poster, that doesn’t leave much up for interpretation. Similarly, advertising a large sum of money for disproportionately low amounts of work is a pretty big warning sign.

Finally, watch out for jobs that ask for a work sample before hiring. While this is common for internships, most entry-level positions and beyond aren’t going to require you to complete a project for free before determining whether or not you’re good for the job. At best, this is a tactic to get free work from you; at worst, your application information can be stolen.

It’s sad to think that people would stoop to the level of scamming others amidst the dumpster fire of a year it’s been, but if you avoid these red flags, you should be able to keep yourself safe during this holiday season.

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Business News

Genomelink is a one-stop-shop for your DNA data, but is it safe?

(NEWS) Genomelink is presenting a dashboard product to unlock further insights using your genetic data. Sounds cool…until you think about privacy.



dna ancestry tests representing genomelink

Have you ever done one of those nifty home test kits to check your ancestry? In this new world where covid is a long-term reality and the resulting boom in telehealth services, genetic home test kits are seeing a comeback in popularity. What many consumers aren’t aware of, is what happens to their data after they get their report back. Now, there is a new contender in the market called Genomelink that is presenting a dashboard product to unlock further insights using your genetic data. That sounds cool… until you start thinking about privacy.

Most of the major companies in the business don’t even give you the option to not have your data sold, but that fact is buried so far into the fine print, it is no wonder that people miss it. Research published in the journal Nature found that genetic-testing companies frequently fail to meet even basic international transparency standards. Unifying all this data into one dashboard product unlocks even more opportunities for your data to be compromised.

There are four big glaring red flags prospective users should be aware of:

1. Cyber security standards in the genetic testing industry are low-tier.

2. The protocols for how to make your information “anonymous” before they sell it en masse are laughably ineffective.

3. There are no restrictions on who can purchase it or for what purpose.

4. Genomelink is trying to build a platform to streamline access to this data for “all users everywhere.”

Genomelink Co-founder Tomohiro Takano provided the following quote on “We believe in the future, billions of people will have access to their DNA data. When that happens, imagine: [the place] where you will store DNA data and how you [will] connect data [to an] app ecosystem. That will be Genomelink in a nutshell.”

As someone who lives with disabilities, the last people I want to have access to my DNA data are health or life insurance providers or other for-profit interests who may not have my best interests in mind. Genomelink’s vision sounds like the well-intentioned beginning of something with the potential to be abused in sinister ways.

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Business News

9-to-5 workdays are no longer the norm: Flexibility brings productivity

(BUSINESS) Doing away with 9-to-5 workdays in a cubicle can work wonders for a team’s productivity. This is no longer a dream, but today’s reality.



productivity outside of the challenging the norm of 9-to-5 workdays

As we’ve seen in recent years, many of the old concepts about work have been turned on their heads. Many offices allow a more casual dress as compared to the suit and tie standard, and more and more teams have the option of working remotely. One of these concepts that have been in flux for a bit is challenging the norm of 9-to-5 workdays. Offices are giving more options of flex hours and remote work, with the understanding that the work must be completed effectively and efficiently with these flexibilities.

Recently, I got sucked into one of those quick-cut Facebook videos about a company that decided to test out the method of a four-day workweek. This gave employees the option of what day they would like to take off, or, it gave employees the option to work all five days of the week, but with flex hours.

Despite the decrease in hours worked, employees were still paid for a 40-hour workweek which continued their incentive to get the same amount of work done in a more flexible manner. With this shift in time use, the results found that employees wasted less time around the office with mindless chit-chat, as they understood there was less time to waste.

The boss in this office had each team explain how they were going to deliver the same level of productivity. The video did not share the explanations, but it could be assumed that the incentive of a day off would encourage employees to continue their level of productivity, if not increase it.

This was done with the goal of working smarter, rather than harder. Finding ways to manage time better (like finishing up a task before starting another one) helps to stay efficient.

During the trial, it was found that productivity, team engagement, and morale all increased, while stress levels decreased. Having time for yourself (an extra day off) and not overworking yourself are important keys to being balanced and engaged.

There is such a stigma about the way you have to operate in order to be successful (e.g. getting up early, using every hour at your disposal, and using free time to meditate).

Let’s get real – we all need a little free time to check back in with ourselves by doing something mindless (like a good old-fashioned Game of Thrones binge). If not, we’ll go bonkers.

Flex hours and remote working are not all about having time to do morning yoga and read best-seller after best-seller. Flex hours give us the time to take our kids to and from school and comfortably wear our parenting caps without fear of getting fired for not showing up to work precisely at 9 AM.

9-to-5 workdays are becoming dated and I’m glad to see that happen. So many people run themselves ragged within this frame and it’s impossible to find that happy work-life balance. Using flex options can help people manage every aspect of their lives in a positive way.

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