Posts Tagged ‘millennials’


Do Communication Styles Really Differ Among The Generations?

Friday, March 26th, 2010

millenial communications

Valerie Simon

Do you choose your words carefully? I’m not referring to SEO, but to everyday communication – blog posts, emails, texts, meetings, and even office conversations.

Recently, I have heard several Gen X managers, voice concerns regarding patterns of communication they are noticing in Gen Y employees; in particular, lengthy email exchanges that could be more efficiently managed with a quick phone call or a stroll 30 feet away, and tweets and emails which appear hastily written and not well thought out. Is this simply the result of a heightened comfort level that comes with growing up immersed in digital communications?

While I have read concerns that these digital habits also have a negative effect on face-to-face communications skills, my experience has been quite the opposite. In fact, I have noticed many of these same members of Gen Y, thrive in “real life” conversations. I see a respect and humility in their body language, and have been touched by the sincerity and thoughtfulness of their words. Looking someone in the eye seems to bring out a heightened awareness of the impact of their words and adds a sense of importance to the discussion.

As a Gen X’er, I grew up with the utmost respect for the written word. Letters were to be carefully crafted and edited. The only content available to the general public was published by professional journalists. To this day the power of the written word leaves me awed, impressed, and perhaps a little intimidated. Conversely, I find it easy to become extremely casual in conversation. A mentor recently encouraged me to write out my thoughts before meetings, so not to let my enthusiasm deter me from effective communication.

My BurrellesLuce colleague Crystal DeGoede recently questioned whether the mentality of other generations is the same as millennials. I wonder whether it is the mentality that is so different or simply the way in which the different generations communicate. Does growing up in a digital environment alter both written and in person communication styles? I’d be curious to hear your thoughts. What differences do you see between the communication styles of Gen Y and Gen X? And let’s not forget about the Boomers… how does their communication style fit into the mix?

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Do Millennials Have A Secret For Balancing Work and Life?

Monday, February 22nd, 2010

by Crystal DeGoede*

The “Trophy Generation” also known as Millennials (born between 1980 and 2000) have possibly figured it out…the majority of young professional women, like myself, believe they will have gratifying careers balanced with fulfilling personal lives, according to research released by Accenture’s Millennial Women Workplace Success Index. 

The Accenture’s Millennial Women Workplace Success Index results are generated from an FitnessAtWorkonline survey of 1,000 millennial women, ranging in age from 22-35, who are employed full-time in the United States. (In the U.S., women will soon comprise half the workforce and Millennials are now one-third of the working population.)

Since most Millennials have that “can-do” attitude about responsibilities at work and look for feedback about how they are doing frequently – sometimes daily – Millennials want a variety of tasks and challenges and expect that they will accomplish every one of them. Positive and confident, Millennials are ready to take on the world.  (As a Millennial, I agree completely with this. If I am not challenged every day at work I end up getting bored, and I feeling as though I haven’t contributed anything.)

The study goes on to say that, Millennials need to see where their career is going and they want to know exactly what they need to do to get there. Two primary qualities as key to workplace success: the ability to balance personal and professional lives and a job where they can make a difference. And, since we are use to balancing several activities such as teams, friends, school, and part-time jobs we want flexibility in scheduling and a life away from work.

Some drivers of workplace success for Millenials:

  1. Medical benefits
  2. Good work atmosphere
  3. Open and honest communication with supervisors
  4. Flexible hours
  5. Classes and training for professional advancement
  6. Secure employment
  7. A workplace that encourages work/personal life balance
  8. Opportunities for bonus and investments
  9. Close to home/short commute

Three major factors for career success

  1. Doing the type of work you want to do
  2. Able to successfully balance work and life
  3. Being compensated at the level you think you deserve

However, what is most important to Millenials and their success?  66 percent cited family life, compared to 29 percent who cited career success.  Millennial women choose quality of life over the perks of a job. 

“In pursuing both a satisfying career and personal life, Millennial women will benefit from setting priorities and regularly monitoring both their progress along the way,” said LaMae Allen deJongh, Managing Director, U.S. Human Capital and Diversity, Accenture.

Almost half (46 percent) of Millennial women surveyed said they would be willing to give up some of their salary if it meant spending more time on personal life, while slightly more than half (54 percent) said they would be willing to give up time spent on their personal life for more income.  On average, women seeking more time have somewhat higher incomes and are willing to forego 15 percent of their income, while respondents willing to sacrifice time want a 32 percent increase in salary.

 Do you think the mentality of other generations is the same as the Millenials? If you were born before 1980 what is your driver for work/life balance?  Do you consider family life the most important to being successful? Would you be willing to take a salary cut in order to have more personal time? Please share your thoughts with the readers of BurrellesLuce Fresh Ideas.

*Bio: After graduating from East Carolina University with a Marketing degree in 2005, Crystal DeGoede moved to New Jersey. In her four years as a member of the BurrellesLuce marketing team and through her interaction with peers and clients she has learned what is important or what it takes to develop a career when you are just starting out. She is passionate about continuing to learn about the industry in which we serve and about her career path. By engaging readers on Fresh Ideas Crystal hopes to further develop her social media skills and inspire other “millennials” who are just out of college and/or working in the field of marketing and public relations. Twitter: @cldegoede LinkedIn: Crystal DeGoede Facebook: BurrellesLuce

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Millennial Communications Debate—Voice vs. Text

Wednesday, December 23rd, 2009
Flickr Image: papalars

Flickr Image: papalars

We all know there is a generational gap. It’s not a new concept. Change is constant, as is the way we use the various means of communication available to us.

For example, twenty years ago, an executive may have asked a twenty-something to type (possibly with a typewriter not a computer) a memo regarding a recent client interaction on real paper for him (not likely a her) to read. (This really did happen!) Today, an executive (most likely a Baby Boomer and quite possibly female) might want to give some quick instructions regarding an account to a Millennial (or Gen-Yer) via voicemail. But, the Millennial may not like voicemail, and avoids listening to messages, and may even ask that the message be sent to him/her as an e-mail or text. The Baby Boomer is put off by this attitude. In both examples, we need to try to understand to who we are communicating.

The December BurrellesLuce newsletter reviewing 2010 Media Relations predictions includes re-evaluating our approach to multi-generational communications. The newsletter sites Mike Carlton’s white paper, The Challenge of the Millennials.  There are many advantages to hiring Millennials, but the Baby Boomers (and quite possibly Gen-Xers) need to take the time to mentor and understand them.

For the purpose of this post, let’s concentrate on voicemail vs. text. A Baby Boomer friend of mine recently posted to his Facebook page how put-off he was by a message on a voicemail not to leave a voicemail message, which sparked quite a bit of debate. My friend’s point was sometimes a voicemail is the best way to convey a message. Additionally, he feels we shouldn’t rely on caller ID for calling people back. What if we don’t reach them? Sometimes you can call someone, but then you realize you can get the information another way, so you don’t leave a message. In this case, it would waste time for the person to call you back, when there is nothing to discuss. Many Millennials forget Boomers don’t always have or know how to text. On the flip side, texts and e-mails can be incredibly efficient.

I personally deal with this voicemail miscommunication every day. My husband (a Gen-Yer in a Gen-Xer body), does not listen to my messages. Many times, if he had listened to the message, he would have all the information he needs and would not need to call me back. Since I understand my husband doesn’t listen to his voicemail, I will often e-mail or text him when I have something quick to tell him.

If you do a web search, you will find several services to convert your voicemail to text. This might be a partial solution for Millennials looking to avoid listening to their voicemails with bosses and clients who insist on leaving them.

At the PR News “How-To” conference earlier this month, Donna Fenn, author of Upstarts: How Gen Y Entrepreneurs are Rocking the World of Business and 8 Ways You Can Profit From Their Success, discussed this same trend. Her advise, remember who you are communicating with and work to communicate in their preferred method. You will find you have more to gain, than to loose.

What are your predictions for communication changes in 2010? What will you do to better understand your boss or intern at your firm or organization?

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Managing the Workplace with Digital Natives

Wednesday, November 11th, 2009

by Colleen Flood*

Flickr Image: wili_hybrid

Flickr Image: wili_hybrid

 
The workforce is changing and millennials are a big part of the change. The millennial generation consists of 80 million 14-31 year olds.  I learned this attending another fantastic workshop, “I’ll Take the Corner Office:  Strategies for Success in the Workplace for Millennials in PR,” at the 2009 International PRSA Conference.

Ellen LaNicca Albanese (a boomer) and Kim Blake (a millennial), both of CRT/tanaka, explained that millennials are often defined as children of boomers, high maintenance, and all about being above average and always winners (everyone on the soccer team gets a trophy!)  They stated, and I agree this is frequently the case and gave points on how to understand and manage these digital natives who can’t imagine a world without cable TV, Internet or cellular phones.  Here are few other takeaways from the discussion:

  • Millenials were raised in a child-centric environment with their parents often hovering over them. In the work place they are focused on success like they had in their childhood.  Give them frequent feedback and break up assigned projects with lots of short deadlines to give them a feeling of accomplishment.
  • Millennnials are digital natives – set ground rules for technology, but remember everyone has an iPhone or Blackberry, so if they don’t have access to Facebook or Twitter in the office they’ll have on their own – embrace it, don’t try to police it.
  • Encourage teamwork – since many millennials went to daycare they work well in teams and are accustomed to uniting groups.  Engage them in volunteerism for your organization.
  • Don’t forget to keep the communication lines open in person.  The highest percentage of ALL generations prefer face-to-face communications rather than over the phone or technology.  Also, leverage their expertise in technology.

I work with millennials in my position at BurrellesLuce both inside the office and with clients.  One experience I had recently confirmed that millennials are not selfish, spoiled brats.  My colleague in the cube next to me spearheaded a recycling campaign due to the lack of recycling in the town our office is in.  She actually has a repository for any recyclables and asks for volunteers to bring them home so as they don’t go in the regular trash.  She got others involved and is making a difference.

As a mom of two school aged children I ponder what the managers of my kids will think as a result of their upbringing.  What are your thoughts?

*Bio: Colleen Flood has been a sales consultant with BurrellesLuce for over 12 years and is eager to become a more integrated part of the social-public relations community. She primarily handle agency relations in the New York and New Jersey metro-area. She is not only passionate about work, but also about family, friends, and the Jersey Shore. Twitter: @cgflood LinkedIn: Colleen Flood Facebook: BurrellesLuce

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Is Real-time Right for You and Yours?

Wednesday, January 14th, 2009

Today I’ll be moderating a round table on “Real-time communications, real measures: Influencing audiences and assessing impacts” at the Business Development Institute Real-Time Communications Conference and Roundtables. I hope to both lead and learn from the discussion(s) at this conference and then reveal the results, especially with those who shared their thoughts with me in preparation of this event.

Real-time communications are not a reality for all constituents. While the concept is tempting, I encourage a thorough evaluation before implementing this type of program so you can create a dedicated fan base rather than forcing individuals on board. In order to be effective, real-time communication can only occur when participants are at their computers and “always” available. Be considerate of time zones and normal business hours when engaging real-time programs to ensure enthusiasm.

Some industries (such as factories and other sectors where everyone doesn’t have computer access) aside, how will your workers from different generations embrace the prospect of real-time communications? Millennials who generally view email as an antiquated form of communication and too slow will likely be the first to embrace real-time communications. Gen Xers will also likely adapt quickly, but keep in mind “real-time” means ready access to online communication and this generation has worked hard for flexibility, which doesn’t always mean being connected. Baby Boomers will also come around to the effort, but a generation who has worked for work-life balance wants a schedule and an efficient execution. Traditionalists will dutifully participate but you’ll need to do your due diligence and provide technology training and ongoing support.

Real-time communications include:

  • Telephone (land line, mobile and VOIP)
  • IM (instant messaging includes chat and video chat)
  • Teleconference
  • Video Conference

Real-time communications best practices:

  • Provide ongoing training so all members of the group effectively participate.
  • When gathering a group, create and distribute an agenda 24-hours prior to engagement so any questions can be addressed and the forum can focus on the task(s).
  • Designate an Administrator to facilitate technical issues/challenges as well as archive conversations.
  • Facilitate group discussions in order to stay on task; these discussions can be incredibly effective, but can also spiral out of control quickly.

While this blog is not real-time communication, I encourage you to post your real-time communication best practices and challenges to leverage and learn from our community.   

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