Should We Call Millennials… ‘Millennials’?
October 31, 2017 Leave a comment
I was recently asked about an article published in the Ottawa Citizen titled ‘Liberal government advised not to call young people ‘Millennials’ lest they be insulted’ which writes, “Don’t call young people ‘Millennials’ because they find the term offensive.” The article references focus groups conducted for Employment and Social Development Canada.
Here is my view. We are not finding a solution if we drop the word ‘Millennial’. The word ‘Millennial’ isn’t the challenge, the challenge is our intention… it’s that so many people use it to refer to this generation being ‘lazy, entitled, distracted, self-absorbed, impatient’… I can go on. What many people don’t talk about is how this generation is ‘smart, creative, want meaningful work, are socially responsible and motivated (when motivated in the right way)’… I can go on here as well.
Millennials (and Gen Z), are not as fragile as many people think!!!
Let’s realize we could call any generation ‘Gold Dust’ but if we only speak poorly about them we will all learn to find the term offensive. Even the words ‘Gold Dust’ would become a derogatory and insulting label that would elicit strong negative connotations. When we make decisions about someone’s character and abilities (especially negative decisions), based on age, culture, gender or any other characteristic, we are identifying ourselves as the challenge.
It’s not about the labels we call each other, it’s about
learning as much as we can about each other.
It’s good for our relationships, our workspaces and good for society when we cultivate positive intention and positive emotions. We will build compassion. This isn’t about tolerating a different person, a different point of view or a different generation… it’s about making positive choices to learn as much as we can about each other and to reward collaboration over competition.
For example, when I facilitate Generational Differences training I often begin by saying that if I were faced with a problem to solve, I would rather a room filled with Millennials than a room without. I want Millennials because of the freshness, creativity, comfort using technology they bring. I want them because most enjoy collaboration and they work hard when given challenging and important work… and not immediately restricted / controlled as to how they SHOULD solve it. I don’t describe their faults, I introduce their positive nature. Maybe it’s coincidence, but I don’t think so… but I have not been asked to stop referring to them as Millennials. Quite the opposite – they sit up and often become very engaged in the conversation / training. In short, they do what they love doing… they contribute… they share their voice… they collaborate.
Most Millennials work hard when given challenging, important work.
Most Boomers and Gen X work hard also.
If you are holding onto a negative impression of a person, a generation or a culture, I encourage you to do a bit of self-reflection to explore how your negative impression is benefiting you… emotionally or otherwise. You may discover you have some intrinsic motivation (personal or professional benefit), that makes you want to hold onto your belief. Step outside of your comfort zone. When you feel awkwardness, this may be a good signal that you have an opportunity to change some misconceptions that may be holding you… and holding others back.
How can you change your perspective about Millennials… or any other person, generation or culture? Using Millennials as an example… talk with some about their interests, their hopes, dreams, fears. Get to know them… be curious. What has it been like growing up? Share what it was like for you to grow up…and your interests, hopes, dreams and fears. It’s amazing what happens when we have a conversation and learn about each other. This may not be easy at first — your first few conversations might be a bit awkward, but you will get the hang of it. Approach the conversations with positive thoughts and kindness… with the objective to understand – not judge.
In the end, you may agree with me that there is nothing wrong with identifying someone from one generation or another. There are many generational characteristics of Millennials we should all embrace. Same with Boomers and Gen X. Same with Gen Z. But, let’s look at the opportunities the individual brings to our relationships and our organization based on their life experiences and how these experiences have helped them evolve… as well as their values and what excites them. Oh, and then… let’s not forget their experiences and education. Let’s explore what the ‘People’ we hire can do vs. what they cannot do.
Happy communicating, mentoring and working with people from all generations.
Click here to join our priority list to receive our latest Business Communication blog posts.
If you enjoyed this post we think you’ll like:
- An Introduction To Generation Z
- Email Etiquette Training ROI
- Return On Investment From Investing in Email Etiquette Training
- 5 Essential Email Etiquette Habits
- Time Management
Bruce Mayhew Consulting is an Executive Coach who facilitates courses including Business Writing, Email Etiquette, Generational Differences, Time Management, Leadership and Mindfulness.
Click on the image to watch us on Canada AM.
Find answers to your Professional Development questions / needs at brucemayhewconsulting.com.
Call us at 416.617.0462.
I’d enjoy reading your comments on this post.