28 Comments Add your own

• 1. Katie Moeller  |  January 12th, 2011 at 2:17 pm

  The best way to lead and manage the “most praised generation” will be to rely on praise. This may include daily/weekly interactions with the employees and making comments of “good job” and “keep up the great work.” This generation wants to be on their own schedule. Rely on flexible work days so the employees can still get the work done but have them think they have control over their day. Have workout facilities in the office so the employees can relieve stress or take a break when they need to. Communicate updates via text messaging or phone calls. Have monthly awards that recognize hard work and innovative ideas. This could include a plaque to “bring home to mommy.” Another award would be to earn an extra PTO day to spend time with family and friends. It seems as though you have to treat this generation well if you want them to stick around at your company. In terms of little emperors, I think the same approach will work as well. Both want praise, recognition, and attention. I don’t know how much I’ll be able to buy into what I mention above and what is in the 60 minutes video. It will be an adjustment and I’ll probably be ‘biting my tongue’ in dealing with certain situations. I cannot believe that a Mom would call her child’s manager to discuss a poor performance review. Give me a break.

• 2. David Hart  |  January 16th, 2011 at 12:05 pm

  As a manager, it is important to understand Millenials and why they are the way they are. The above articles and the 60 minutes video provide relevent information in this regard.

  The challenges presented by those who feel entitled in the work force will need to be dealt with by managers. I think the key word is “balance.” Yes, millennials are used to praise. This is important to them. As a manager, it is important to remember this. However, it is also important for managers to create a work environment that does not over praise workers. As one of the articles mentioned, over praising could lead to workers not believing the praise.

  Also, this praise needs to be tempered with a culture that values constructive criticism. It is challenging to improve an environment if there is no honest feedback taking place. Managers would do well to create a good balance between praise and constructive criticism.

  In the WSJ article “Trophy Kids Go to Work,” the author notes that smart managers will listen to their employees opinions and give them some say in decisions. Also, the article says managers should make sure their employees are aware of career opportunities within the company to help foster company loyalty. Some praise will be necessary. If you have a “Little Emperor,” then these tips can be important in helping them succeed.

  I wonder how much the recession has affected the attitudes of Millenials. Hopefully it has tempered their expectations somewhat and cause them to realize that instant gratification is not always an option. Rewards and praise should come from hard work and finding solutions. It will be interesting to see if some Millenials have a new outlook on their jobs. With the economy the way it has been, many ought to be grateful for having a job at all.

  As a future employee, these articles helped me realize the importance of being sure that I can add value to a company. It is not just about me, but about helping those around me in the work place. It is critical to be able to find the balance between praise and constructive criticism.

• 3. Amanda Podesta  |  January 22nd, 2011 at 5:08 pm

  The articles were a strange mix of patronizing, huge generalizations and advice on motivating a workforce. It’s like the hype 10 years ago about “Generation X” all over again. We learnt from Professor Zambrano about a study that finds that there is no limit to how often or how much someone can be flattered/praised. Anyone likes to be praised. Consequently, it is almost a self-fulfilling prophecy for employers/reporters to ask the 20-30 yr. old crowd if they like being fussed over.
  The jabber about Generation X fizzled… as this will. At the end of the day, people/workforces don’t like to change and will just treat generations [us] as individuals.
  Business take-away #1:
  When managing feedback-motivated employees, formulate very detailed goals and explicit expectations so praise (when given) is more easily based on something constructive.
  Business take-away #2:
  If frequently approached over raises, rig salaries with a laddered “bonus”-component by which employees are rewarded for fulfilling tasks/projects or maintaining certain levels of productivity (now employees have an avenue by which to challenge themselves rather than you).

• 4. Cassie Bettencourt  |  February 2nd, 2011 at 8:10 pm

  As an only-child, I found the discussion about the Little Emperors in the CNN article both relevant and interesting. I also didn’t realize the one-child policy was still the in effect. China’s Little Emperors run parallel to the “trophy kids” of America. I think it would be really interesting to get the insight of the leaders and managers of any of the Chinese companies we visit on this so-called epidemic. This is common ground for American and Chinese business and it is something that would be worth discussing with each other/learning from each other.

  One interesting point raised by the “Trophy Kids” WSJ article was the fact that it is the grumbling baby-boomer managers that are the same indulgent parents who raised the millennial generation. I feel that they should be able to use some of their parenting skills to become more effective managers of this generation. As the video mentioned, managers have to be half shrink and half diplomat and cannot be too harsh. I know that in my work experience, I responded with better work to this type of coddling than to managers that were harder on me. Although it may seem off-putting, this is what the managers of today and tomorrow need to do. Forget about entry level minions, everyone is “special” and todays employees need to not feel like minions. I would work hard as a manager to create a sense of worth in the work place. It is best not to fight the product of “his majesty, the fetus.”

  Finally, this post reminded me of the Bucky Covington song, “A Different World.” The lyrics of the song reflect on how differently kids in America are raised today. “Not every kid made the team when they tried. We got disappointed and that was all right, we turned out all right.” This is the part that relates most closely to this post.

• 5. Brady Haug  |  February 5th, 2011 at 2:57 pm

  There are clear and obvious distinctions between the Millennials and the preceding working generations. I was born in 1988, which sets me right in the heart of this category. My initial thoughts on the 60 Minutes video were that it was wrong and irrelevant. The thought that your boss has to be a therapist and that careerism is not an area of priority for my generation is a pretty broad assertion. After thinking further about how these ideologies were so inaccurate of me, I began to realize how quite a few of the opinions, whether or not they pertained to me, were indeed accurate of people in my demographic whom I had worked with. The Millennials did grow up in an incredibly encouraging environment as compared to baby boomers, which had to “fall down and learn how to get back up.” I can attest to people in my age group who are extremely self-centered and who do need their boss to act as a therapist. One thought that I did find to more realistic for Millennials was that they respond to coaching better than bossing. After all, Mr. Rodgers never bossed us around. As compared to subsequent generations, Millenials are shielded from failure and respond worse to bossing. Another point that I found to be true was that they hold a higher value on the relationships between their friends and family. I think the current scarcity of jobs acts as a suppressant to many of the ideas posed in the segment. Applicants will do anything for a job and it forces them to act on the traditional working ideologies.

  These ideas are extremely important in developing a strategy for management of your employees. In reading through the article, “The Most Praised Generation Goes to Work,” I think a great point is raised in that, “When we were young, we were motivated by being told we could do anything if we believed in ourselves. So we respond well to positive feedback.” As managers we need to balance our employees need for praise, but without giving way to ‘praise inflation.’ You don’t want to have employee’s demeanor and performance hinge on your daily kudo count. It was also interesting to read in the “Little Emperors” article about how the impact of the single child mandate in China has affected them. “Lee sees a stark divergence in the preferences of Chinese consumers born before 1980, who are likelier to seek out products that help them arrange their lives in a more secure and orderly way, and those born after the one-child policy, who are looking to project themselves, establish their uniqueness, and make a positive impression on others.” The ideology is virtually the same as that expressed in the 60 Minutes video. Perhaps my rejection of the ideas from the 60 Minutes video hails from the fact that I have four other siblings. I certainly feel as though I grew up in a less single minded fashion than someone who is an only child (I know this is a generalization though). In further discussing the best way to manage Little Emperors, I think we must act as coaches rather than bosses, but establish a clear understanding that we are not their therapist. As I alluded to earlier, I think the lack of jobs has acted as a natural balancer between the ideologies of Millenials and other generations.

• 6. Robbin Forsyth  |  February 6th, 2011 at 7:44 am

  In order to recruit both “Most Praised” and “Little Emporers” I believe a company will need to create brand cache and gravity and draw them into considering employment. Millennials, (American and Chinese) have been indoctrinated though popular culture to be brand centric. They have been raised with a blurred vision between marketing and reality. Ron Alsop’s observation about the shift in mindset between pre and post Paris Hilton-reality-TV era children is quite insightful. For companies to recruit and hire millennia’s they are going to have to generate interest that draws these people to the company. Simply being open for business will not be enough.
  Actually hiring Millennials will require a flatter hierarchy be presented. The company needs to be seen as modular and team oriented. Every job will need to have some type of tiered compensation. Job candidate need to believe that all positions have a real chance of growth. Rapidly promoting everyone up through the ranks of a business may not be feasible. The reality is that companies need “worker bees” in greater numbers than executives. It might be foster the ideas of growth over upward mobility. A company could link continuing self-improvement such as ongoing education or industry certifications to compensation increases. If these programs target improving employees skills and company efficiencies they could pay for the increased payroll expenses.
  Managing and Leading these troops will require a unique combination of classic management tools. As noted in every article, praise and recognition for achievement is paramount. I think the challenge of management will be to define what “achievement” means to the business. Simply handing out praise for showing up to work and detailing out every job detail is not helpful to the employees or company in the long run. I believe that management has a unique opportunity to help Millennials hone a truly great skill set. Figuring out a way to groom these people into accepting some failure and working to improve upon it for larger success in the future is a huge challenge. I don’t believe that all 20 something’s need to “pay their dues” in a classic sense. However, if they understand the costs of poor performance and the benefits of high performance on their careers they will be better equipped for success. If the employees are successful, the companies will also benefit. This type of character building can only be learned through experience. Figuring out an effective way to make this happen is the duty of management in the 21st century. When I have a better idea of action I will repost it in detail.

• 7. Will Moeller  |  February 19th, 2011 at 7:26 am

  Wow. There are some good, albeit depressing, points here.

  I believe it took about 15 minutes for our MBA class to be introduced to the Most Praised Generation article. Dr. Whitaker made it abundantly clear that going into the workforce with two strikes against us. Furthermore, the generation we grew up in walks around with the sense of entitlement, that apparently can be blamed on Mr. Rogers. Sadly, if you don’t think this is true, I have a brief story to share. In a former office, the words “he/she has a sense of entitlement” were the kiss of death. The sad thing was that some people in the office earned the title, while others had it bestowed on them because it simply became a catch phrase in the office.

  As for Welcoming the New MBA Millennials, two points were particularly pertinent. First, my perceived strengths entering the workplace are my understanding of technology and my ability to work in teams. Conversely, my chief weakness is written and oral communication. This second point is funny simply because you see it as a requirement in just about every job description. It reminds us of the value of Dr. Whitaker’s class.

  The 60 Minutes special with Andy Rooney does a good job of summing everything up. The story about parents calling HR is unbelievable. While it’s true that some office cultures are changing, I do find it hard to believe that all office cultures are going the way of millennials. For example, top law firms and investment banks have understandably high expectations of their employees. Flip flops and strolling in at noon probably won’t get it done there.

  The phrase Little Emperor syndrome is actually kind of clever. This is not the first article to mention the Chinese affinity for “spoiling” their kids. But, of course, the statement that Chinese spoil their children is a sweeping generalization. It can’t be true of all families. It will be one thing I’ll keep an eye out for when in China.

  In sum, walking back into the workforce with this knowledge is essential. As Dr. Whitaker told us, we already have two strikes against us. Understanding the biases against us is the first step to overcoming them.

• 8. Jessica Shayler  |  February 19th, 2011 at 9:40 pm

  Confetti?
  OMG.
  Ok, ranting done.

  As a former middle and high school teacher, I am adept at creative praise, acknowledgement, and appreciation motivational techniques. I developed these skills because if students do not get enough, they make your life he**. Apparently, these skills are still needed to motivate adults: “How do young workers say they’re not getting enough? “They leave,” says Mr. Toth.” I suppose I should add this skill set to my personal value proposition. I should emphasize the “creative” adjective as I do not subscribe to the “praise them for showing up” mentality. There has to be a balance between treating employees as they need to be treated and maintaining high expectations. You also have to find the right amount and frequency of praise: “people’s positive traits can be exaggerated until the words feel meaningless.”

  When it starts to feel ridiculous (and trust me, it will), just remember why you’re really doing it: to give feedback. When you’re in a management position, people need to know if they are accomplishing the right things, doing it in an appropriate way, etc. “When they’re not getting feedback, it makes them very nervous.” Praise is one vehicle to deliver feedback, it just needs to be sincere. “Give praise as soon, as sincerely, as specifically, as personally, as positively, and as proactively as possible.” Remember, “if everyone can agree on the terms of the feedback, it could be a superb tool for managing performance.”

  Another way to give feedback is through statements of appreciation. I’ve had supervisors take time to write thank-you notes as a form of acknowledgement and found that I respond more to these notes of gratitude than those of praise. I know I do good work, I like to know my effort is appreciated. I also like to know if my work needs to improve.

  Regarding xiao huangdi, they don’t sound much different from spoiled American children who want instant gratification. Yes, there are still cultural differences to be sensitive to, but as far as personality traits, not much different. I thought the key idea came at the very end of the CNN article: “These kids have other skills.” The key to managing any group of people is to figure out what their skills are and how they can complement each other toward achieving a common goal.

  Here’s another key idea from the CNN article: “Am I less able to debate the ideas of Dostoevsky because I’m wearing beautiful panties?” Try not to form unchangeable pre-conceptions based on someone’s appearance. This can be anything from their nationality, clothes, car, and yes, panties. Gather five different people all wearing the exact same clothing labels driving the exact same car and they are probably trying to express five different things about themselves. The point is, yes people do express something about themselves with their upbringing, clothing, and lifestyle, but it is probably not what you think. Withhold judgement until they earn it.

• 9. Jessie Wilkie  |  February 20th, 2011 at 10:57 am

  Wow. Today I’m in an open-minded mood and this post really got to me. It resonated with me. The WSJ articles really seemed to make sense to me. I’m always looking around and criticizing people for being sheltered and spoiled. When in all reality thats me too. As the saying from the Good Book goes, “Don’t criticize the splinter in your neighbor’s eye when you have a board in your own.” My whole generation, me included, are all spoiled rotten and blessed more than we know. The end of the “Blame It on Mr. Rogers: Why Young Adults Feel So Entitled” article brings up a good point:

  “He encourages parents to talk about their passions and interests; about politics, business, world events. “Because everything is child-centered today, we’re depriving children of adults,” he says. “If they never see us as adults being adults, how will they deal with important matters when it is their world?”"

  I know that right now, in my life, I’m starting to feel lost. I don’t know what I want to do and I’m not sure how I’m going to deal with important issues. All of my life, my parents did just what this article said and revolved their lives around me (sports games, extracurricular activities, dinner, radio, tv, etc.). They still do too. Even now at the graduate level they wanted to call the school to ask questions about China just like those helicopter parents that schools are having to deal with. Luckily, I was able to deter them. I never really got to see them in action and now I’m at a loss. Also, sadly, I do feel a sense of entitlement and that I’m so talented and wonderful. Two of the other WSJ articles really focus on this. And it’s bad, it’s really bad. I find myself resting on unimpressive laurels.

  The 60 Minutes clip was good to pound home the points that were brought up in the WSJ articles. “These young people tell you what time their yoga class is…” And that is their idea of a commitment that their schedules must be built around. Ridiculous! “Because mowing lawns doesn’t get you into Harvard.” The statement made me laugh because it’s so true and sad. The 60 Minutes video also paralleled the WSJ articles well by mentioning mom being on the cell phone (the longest umbilical cord) and Mr. Rogers. (reinforcing the concept that the kid is so special). On an end note, I want to work for a company like Zappos!

  I thought the articles about Chinese children contrasted with those about the American children did a great job getting a point across. The Chinese one child policy has created a generation of only children in a society with rising standards of living. Even though the resultant “Little Emperor Syndrom” occurs mainly in urban areas, this doesn’t mean that it’s a small thing. Especially, in a country as big as China. However, these little emperors are facing discrimination in the workplace where companies prefer to hire non only children because of experience. This is similar to what many American corporations feel.

• 10. Matt Streiter  |  February 20th, 2011 at 4:41 pm

  I believe the situation now is much different than the one described in the 60 minutes video. If some kid came into my office with that attitude I probably wouldn’t give him the time of day unless there is something really great he has to offer. These “Little Emperors” are going to have a rude awakening when they are applying for jobs and there are hundreds or even thousands of others applying for the same job who probably have more work and industry experience. With this economic situation it seems that people should be more grateful rather than expectant of a job.

  As someone who has grown up in this generation I find it quite obnoxious for awarding everyone for something. I remember when I was in elementary school everyone got an award and mine was the “Most improved” award. The award was so back-handed and meaningless knowing that everyone else received an award. The objective has to be lowering the expectation of praise so when you actually do receive praise it is more meaningful.

  The 60 minutes video was ridiculous and irrelevant today. They may have classified the young generation well but the approach to the work force will get them nowhere. Nobody owes them anything and I believe older employers today will hold that mentality against the younger generation due to the demographic stereotypes. In managing people like this I believe one of the most effective ways to communicate with them is with commission pay or at least partial commission. If these people need constant positive reinforcement then they can receive it through the paychecks if they are putting in the work that warrants the praise.

  One benefit from this new perspective is that most people in this generation are so emotionally charged that they probably will be good managers when they have to put their “therapy hat” on when communicating with employees. I remember at the last company I worked for, they were constantly trying to be HR perfect. They celebrated everyones birthday, sent out mass emails saying congratulations, and always doing recognition. I’m not someone who enjoys public recognition all the time so I found it quite annoying that the management was giving them a pat on the back for just doing their job.

• 11. Sarah Weinzapfel  |  February 20th, 2011 at 4:44 pm

  This issue needs to be treated like a healthy diet: moderation will get you good results. I can’t picture managing and dealing with the most praised generation being hard seeing as I from this generation. I think I will have a better perspective of how to manage them because I am one. Just like the President of Brazil that we learned about in the B in BRIC post: the commentator said that his low education and working class background is what made him so popular and what gave him the insight to run a country full people just like him. He knew what they wanted and how to compromise with them.

  Although I do think some praise is needed to manage the Millennials, I think it needs to come in moderation. Personally if someone always told me good things and nothing that I could improve on, I would feel like they were just telling me those things to keep me doing my job whether I was doing a good job or not. While it is hard for me to take criticism because I have a hard time not being perfect at everything, I would rather get criticism than continuously do a poor job. Especially if I think I am doing a good job and don’t see ways on my own that I could improve.

  If I hired someone who felt ridiculously entitled, insisted they were doing a great job, and refused to take even the slightest criticism (along with praise), I would fire them. As a manager I know I would need to do some compromising regarding dealing with employees from this generation, but my job is not to babysit spoiled brats. There is only so much I think I could handle. I think a flatter hierarchy would be in need and some consideration on manipulating compensation packages. A shout out to my mom, while she told me everyday how proud she was of me and that she loved me, she never fostered mediocrity. She made it apparent that I could always do better.

  I was never aware of the “Little Emperor” syndrome in China. It makes perfect sense but I guess I just never expected parents of the Chinese culture to be like Mr. Rogers. I guess that’s pretty stereotypical of me.

• 12. Jason Jay Sharma  |  February 21st, 2011 at 4:13 am

  Does all this mean that Mr. Rogers inadvertently create the sentiment “A for effort?”

  It’s hard to swallow that the business world decided to turn everything around just to accommodate Generation Y / the Millennials (I was always under the impression these were successive generations–I didn’t realize I was a Millennial until today). I think there’s a much more reasonable logic behind how we arrived here today (in America, anyway). A few of the WSJ articles hit on the point that we expect to become CEO’s as soon as we enter the workforce–well, what do you expect when you grow up during the dot-com bubble during which a number of a Silicon Valley start-ups were founded by teenagers? I still think there’s hope for me to hit it big before I’m 30! When the Millennials were able to enter the business world at such an earlier than expected age, they had the power to alter what was expected in the workplace and offered what they appreciated–I think this is the true basis for many of perks and praise we anticipate as noted in the WSJ articles and 60 Minutes video. Just a theory…

  While I don’t disagree with the argument established (that our generation feels the most entitled, so far that is), it would be difficult to ever find a generation who found life, career, family etc. more difficult than it’s preceding generations. As generations evolve, life becomes more complex, complicated, and intricate, but with advances in thinking and technology, life becomes relatively easier. How often do we hear stories about how this generation has it easy or is spoiled? I believe China’s one-child policy accelerated the generational effect and created the “Little Emperors” more quickly than the “Most Praised” developed in the Western World.

  As for managing Millennials in the business world, at the point we are at now, it would be most effective to continue praising actual achievements and successes. However, I find it ridiculous to praise an employee for arriving to the office on time. That being said, no one’s main job description should be to throw confetti to honor simple employee achievements. Managing “Little Emperors” in the future may be difficult, and during our visit to China, I hope to ask some of the business we visit how they are seeing the workforce change as Chinese MBA’s in our similar generation are penetrating the market and how daily office routines may be evolving. Do these “Little Emperors” have new and unexpected requests? Do find certain management tactics not effective? While the praising and perks mentioned in the series of WSJ and 60 Minutes video may be widespread in the workforce, I still find it hard to comprehend as never experience such coddling at the office. If it wasn’t for our semiannual reviews, I would never have known if managers liked my work or not.

  The main personal takeaway I have from this blog is that I should realize how the firms looking to hire me see me as. All the information here was a reality check and gives me motivation to prove my real value-add. In the end, you may get all the praise you feel you are entitled to, but your career progression will be a true indicator of the praise you deserve.

• 13. Chris Bruns  |  February 25th, 2011 at 6:45 pm

  It was amazing to read about the Little Emperor Syndrome and the CNN article concerning the generation. The quote “Kids these days are spoiled rotten. They have no social skills. They expect instant gratification. They’re attended to hand and foot by adults so protective that if the child as much as stumbles, the whole family will curse the ground,” sounds pretty awful. At the same time, I have a hard time believing that the situation is as severe as what was described in the article. And the truth is, as many of us have learned in this economy, we all need to grow up and toughen up and sacrifice to make things work. And I believe these Emperors will grow up and the next generation will be better based on the lessons the ‘Little Emperors’ will learn.

  I know that this wasn’t supposed to be a generation-bashing session; however this form of ageism is something I personally have dealt with. The Age of Millenials is a video that is offensive to a great many of us that have worked since the age of 12, and learned how to set ourselves apart. Our generation is one of breakneck speed, and a constant fight to add-value and set ourselves apart. If I made the same negative generalizations about a race or culture as this video did it would make the news, and I have been discriminated against because of my age. Generalizing our generation as “narcissistic praise hounds” and describing it with terms like “coddling virus” is the equivalent to me as forcing the over-forty workers out because ‘obviously they can’t compete in today’s tech savvy market.’ I believe that our generation does have people that once thought they were flawless, however outlooks, just like the economy, have changed. I don’t believe that these issues still exist to the extent as they did 5 years ago. Everyone my age is happy to have any job, and I have many friends that would kill to work in a suit and tie white-collar job with a criticizing boss that barks order. I have college educated friends that are working multiple jobs to make ends meet at bars and bike shops and pizza restaurants. They are enlisting in the military for the steady paycheck and to have health benefits. I doubt much “coddling” will be needed for our generation in the future.

• 14. Kristine Spencer  |  February 26th, 2011 at 8:31 pm

  The development of such an entitled feeling generation is not surprising considering that 90% of people think that they have above average intelligence (obviously impossible) and ads on TV (like L’Oreal) are constantly telling us that “we’re worth it!” I thought that this blog was very interesting considering it was all about me and my Millennial peers (how Millennial of me!) On a more serious note, this generational divide is creating problems for companies and there has been a lot of attention on the subject. The irony of this situation is just too much; the generation of parents that coddles and enables the Millennials to be so entitled is griping about them in the workplace. A lot has changed in the world between the two generations. On a side note, it seems as though managers want the outlook on life, maturity, and attitude of a fellow 50 something, but all of the tech savvy, multitasking benefits of a 20 something. Obviously there is a schism between the two but managers are changing their strategies to accommodate the entitled Millennials.

  Managing this generation is going to require praise. The 60 Minutes video declared that companies were spending 50 billion dollars on things like plaques, massages, wine, and other things to praise their employees. But the praise needs to be the right kind (and for actual achievements and good work), and managers are going to have to get to know their employees on a more personal level in order to give them something that will motivate them. Getting doused in confetti might work for some, but a kind handwritten note might work for others. These more personal relationships could lead to more flat organizations with less power distance. This instant gratification generation wants more performance reviews. More work should be done in teams and more specific direction and guidelines need to be given. The workplace itself might need to change, including more casual attire, more decorated and less boring work areas, and more flexible work schedules. Millennials might see their work and job as a reflection of themselves or a lifestyle, so this customization of a sense should be allowed (seeing as how they all think that they are special and unique).

  Millennials also want to know that they can move up in the company within a reasonable amount of time. Positions or projects that are within reach, with more responsibility and higher pay, would be attractive to Millennials. Going along with the more personal relationships in the work place, ideas and input from these younger employees should be sought after. The company can get more fresh ideas, and this is makes the Millennials feel more active and involved in the company, like they are making a difference. I agree that this post is very helpful for me by showing me how managers will view me and most likely stereotype me as a little princess (or empress) because of my age. It is up to me to show them otherwise through my actions, attitude, and work.

• 15. Randy Camat  |  February 26th, 2011 at 10:48 pm

  Managing the most praised generation and little emperors proves to be quite a challenge for current business managers. As a business challenge, I think it poses a greater challenge to Gen X’ers and Gen Y’ers and therefore becomes an opportunity for us Millenials to better manage, well, ourselves. Since we Millenials know how we are and what makes us tick – praise and motivation – it would seem more natural for us to do it than the current Gen X and Y managers out there. The video and articles provided very insightful information that I, myself, was not aware of. Surprisingly, I was not aware of how important it was to praise employees (mainly the Millenials). It was a shock to me because in my work experience, I hardly received praises better than “Thank you for …” This can only mean two things: (1) my bosses haven’t gotten with the program yet, or (2) I completely sucked at what I was doing. Personally, I prefer constructive criticism. I believe the saying “What doesn’t kill you will make you stronger” coupled with “Give credit when credit is due.” After much thought, is there a difference when it comes to which industry you’re in? For sure, if you go to your construction boss and tell him he needs to give you more kudos for what you do, he will either think you are joking or fire you on the spot.

  As much as I would like to stay away from hiring or managing employees that like to be babied, it seems impossible to avoid coming across one. That being said and taking what I learned from the Organizational Behavior course, I think the best way to effectively manage this new breed of employees is to have a balance of the stern father and nurturing mother approach. This goes along with what I previously said about my belief in “What doesn’t kill you will make you stronger” and “Give credit when credit is due.” Some may not like it, but that’s the real world. Try asking someone on the street what he/she thinks about you. My goal as a future manager would be to help employees grow personally and professionally, and I believe coaching with a little bit of “tough love” can do the job.

• 16. Ashley Ogden  |  March 2nd, 2011 at 9:27 pm

  I really appreciated the “Most Praised Generation” article and believed a lot of what it said is very true for my generation. Praise is everywhere and therefore is you aren’t receiving it, it can make you depressed. I also liked the comment that young people in relationships don’t trust each others compliments; when you are receiving so much praise on a daily basis, how can you know who is being sincere?

  Growing up on the family ranch in Hawaii, we were very lucky but we worked for it. After school, weekends and most holidays were spent working on the ranch, fixing fences, branding calves and doctoring cattle. It was the way we were raised and we never thought of it as work but it taught us responsibility at a young age. That is something that these “little emperors” are lacking. It is hard for people who live in the city to find “chores” like these for their children but basic things like pouring juice or making your own bed seems like a no-brainer for me. My parents never made my bed that I can remember and as soon as we were old enough to use the stove safely my sister and I were each in charge of making dinner for the family twice a week. My mother worked on another island and was away from the house for at least 12 hours a day so she put us in charge of taking care of the house, dinner and all the animals. Despite having lots of chores, we were still privileged in my opinion but when it comes down to working and earning things, we know how to do that. I feel that kids that grow up in a rural town have an advantage because they usually have to take on more responsibilities at a young age and therefore have more sense of responsibility as they grow older ( I realize that is a huge generalization).

  As far as the Chinese go, the one-child-per-family law seems very complex. There are benefits and detriments to the legislation and China will have to evaluate if the pros outweigh the cons before repealing it. It seems shocking to me that a kid hung himself after being denied candy. There are some serious psychological issues going on there that need to be addressed. There is a fine line I believe when giving out praise. Working with the varying generations is a challenge in itself with each one requiring different levels of praise appropriate for how they were raised. The best conclusion I can think of is to treat each co-worker or employee as an individual. When you work with someone on a daily basis you can sense how much feedback, etc they need to work effectively and efficiently. One thing is certain, we will not be handing out 500 balloons per week or throwing 25 pounds of confetti. Is that really the best use of an employee?

• 17. j hurley  |  March 5th, 2011 at 11:03 am

  Who would have thought that Mr. Rodgers was going to do more harm than good for me later in life…? Now I know who to blame.
  Even though I was born and raised in the “Millennial” time period, I personally think that I have nothing in common with them. However, even though I couldn’t stand how this generation was generalized in the 60 Minutes video, I can understand the important points that it makes.
  As a manager for the last few years, I have found it at times incredibly hard and frustrating to deal with this age group. Even though I am one of them, I have never seen or experienced people that display such self entitlement as this age group does; no one ever wants to get their hands dirty. I guess it is time for me to learn some lessons in how to deal with my own generation.
  Even though I don’t support the ways of many Millenniums, it is important to learn how to deal with them. For me, this is a way of life that has to be adopted and excepted; you think the millenniums are bad, just wait for the most current generation.
  That being said, there are certain opportunities that present themselves with these new generations. Things change and evolve, and new methods can be learned. By working with a new generation, hopefully we can increase productivity while reducing stress and unhappiness.

• 18. Tim Easton  |  March 6th, 2011 at 6:38 pm

  This post is shocking. I am part of the millennial generation, and I could not believe some of the things said in the 60 Minutes video. There were some good points made from the two women interviewed, but the guys at the end were ridiculous. I do believe that managers need to change how they interact with their employees, and a split between shrink and diplomat seems like a logical combination. I also agreed with the point that managers need to switch their philosophy from bossing to coaching. A coach is looked at like a mentor, but they still have the ability to be tough and enforce rules. I can’t believe that lady actually makes money holding seminars teaching kids manners and how to act at the office. Really, you didn’t know that you should cover your tattoos when working? I think I could be one of these millennial consultants. It is amazing how few kids have had any type of working experience, even just summer jobs. I started working summer jobs as soon as I turned 14 and could get a work permit. On the other hand my younger sister, who is 4 years younger, has only worked for about a month in her entire life. My sister and all of her friends have a much greater since of entitlement than I remember having at that age. They do not feel like they have to pay their dues and put in the time, or work, that everyone before them did. My parents have told me, “I can be anything I want to be, if I put my mind to it”. Yes, I have been fed all of this Mr. Rogers “you are special” stuff, but mediocrity was never celebrated. Playing sports as a kid, I was not proud to get the trophy for just playing; I wanted the first place trophy. My parents knew this and they got me the lessons, or coaching, to help me succeed. I actually only put up the trophy’s from winning teams, all of the thanks for playing trophy’s ended up in a box. It will be interesting to see how the work place changes with more millennial’s entering the work force.

• 19. Dan Noland  |  March 8th, 2011 at 4:41 pm

  I have literally avoided this post for 2 months. Seriously, I stopped blogging 2 months ago because I came upon this blog and couldn’t come up with a comment that was my honest opinion without stirring up a bunch of anger. Here goes…

  I disagree with those who think that constant praise is the best way to motivate this generation. That just isn’t realistic. The business world is one of continuous improvement. Today’s earnings mean nothing tomorrow. Managers have to be able to give employees meaningful feedback. Avoiding constructive criticism will only make it more difficult to give down the road.

  I think that the best way to manage all generations today is to make expectations as clear as possible. People, millennials specifically, need to know exactly what is expected of them. Managers need to clearly identify the performance metrics for each employee, explain the rationale behind the metric, and get the employee’s buy-in before the performance period begins.

  Regardless, this is a serious problem and one that I don’t feel prepared to handle as I enter the work force. Don’t be surprised if this dynamic reaches the level of “national crisis” in the coming years.

• 20. Tyler Sereno  |  March 8th, 2011 at 5:12 pm

  The 60 Minutes video and articles above provided some interesting information to help employers and managers deal with the millenials. Bosses and professors are feeling the need to lavish praise on young adults or else see them break down. According to research in one of the WSJ articles, young adults today are more self-centered than past generations. Some young adults are consciously calibrating their dependence on praise. The main roots of the inflated sense of entitlement discussed in the articles include indulgent parenting, consumer culture, and the self-esteem movement. Businesses are beginning to hire consultants to help the deal with and manage the millenials. It is hard to deal with because the millenials have the mentality of it’s my way or the highway. Managers can’t be harsh when speaking to them or tell them that they are disappointed in them. Millenials have the technical skills, but are not prepared for the workplace. They argue very strongly for this concept of the millenials who need praise. There is some truth in what has been discussed, but I believe they go a little overboard with it. They mention how little league baseball gives every child a trophy for participating which is true. But as they grow older, those who continue to play sports are not always praised. I played football from elementary school through high school, and sure you get some praise, but if you mess up one play, you get your ear chewed off by three different coaches. There is no complaining to a coach, you just learn from your mistakes and move on.

• 21. Tara Millard  |  March 8th, 2011 at 8:41 pm

  While these articles all ring true in their intended message, some of them are just plain ridiculous. To blame Mr. Rogers and Burger King for our generation’s inflated sense of self is a bit too far fetched for me to buy into. While I have grown up with compliments, I never received a compliment from my parents for just showing up or for just being me, I got them for excelling. While teachers and coaches threw around compliments like they were free candy. I knew that these compliments were superficial and therefore took them as an annoyance rather than a confidence builder. Even to this day, a true compliment is one to relish, but being showered with confetti just like all of my other peers would not seem special or drive me to stay working with a company or working on a relationship. In my opinion, cheap compliments are just that, cheap. If I am told something everyday to “build my self esteem” it will absolutely do no such thing. Only a praise that is rare and comes from a source that also offers free criticism is one I will accept with pride.

  While this is where I come from, I see my generation as one of entitlement, jealousy and needing constant reinforcement. The fact that some graduate students’ parents are still involved in the minor details of their education is ridiculous. If a twenty something year old can not figure out recruiting, researching and applying on their own, I don’t believe they belong in Grad School. I can only imagine mommy and daddy speaking with a potential employer on their child’s behalf. I would be willing to bet more than I have that this person would not receive an offer of employment.

  In my opinion, this generation is handed far too much, and therefore appreciates very little. Having worked and paid for my entire education, I am proud of where I am and I will continue to work my butt off to get to where I want to be. I don’t feel entitled to anything, and realize the only way to differentiate myself is through an education and a killer work ethic. If I ever am at a job where confetti is thrown on me, I will literally run for the hills.

• 22. Kyle R.  |  March 12th, 2011 at 7:06 pm

  This video is so true, and honestly I’m disappointed to be associated with the Millennial generation. In graduate school, we don’t really see the characteristics that the video describes. However, I know so many people my age who fit this description perfectly. Some of the Millennial beliefs are great, like having flexible work hours or putting more value on living life to its fullest, but some of it’s just crap. For example, coming to work in flip-flops…seriously? What’s next, are they going to want to work straight from bed in their pajamas? Have some decency and respect for the company you work for. I feel that most Millennial are lacking two major characteristics, a strong work ethic and respect for others.

  For me, it’s a blessing and a curse being a member of the Millennial generation. I don’t like being viewed as the stereotypical Millennial, just because I was born at a particular time. I posses different qualities than what the 60 minutes video described. On the other hand, I feel it is so easy to stand out in my generation. Choosing to go to college, working hard on the job, choosing to work hours that all the other employees work, and being respectful can really make the difference for a Millennial. For Baby Boomers, the majority followed these rules so it wasn’t as easy to stand out. If I every start my own business or I’m in a hiring position, I will choose only to hire motivated and respectful Millennials who don’t fit the status quo. There are many of them out there, and their lack of laziness behavior will benefit the company greatly.

• 23. J Vail  |  March 14th, 2011 at 12:26 pm

  “Companies are realizing that the era of the button-down exec, happy to have a job, is as dead as the three-martini lunch”. Sorry Morley Safer, neither of those things are true.

  On a more serious note, I think the ‘little emperor’ problem is very serious – even with the entitlement problems of America’s newer generation, we have done so with siblings and without totally indulging a single child, many of whom are male. I thought a very interesting (and somewhat alarming) stat is the amount spent on ‘unnecessary’ items by university students – the equivalent of 24% of the average family monthly income. It would be a cold month in hell if I could spend 24% of my parents’ income on myself. Although all kids need praise, I think this is an issue that the Chinese are going to have to address in their education. People who grow up in total self-indulgence are not prepared to integrate effectively into the business world.

• 24. Anthony Kallioinen  |  March 14th, 2011 at 3:18 pm

  I find this blog to be a very pessimistic view of this generation. The behavior described may be documented by some, but it does not mean that all the members of this generation are as compliment-hungry or entitled as described. I think these articles exaggerate the case of today’s world. Although I have seen the ‘every child gets a trophy’ mentality all through school, very often I did not agree with it. It is frustrating to see those that deserve distinction lumped in with those that do not. I do agree with the argument that that our generation has a great desire for faster feedback, but I feel that these articles fall short on the savvy, work ethic and creativity of the Millennials. Maybe it has to do with the speed of technology, but many younger workers are interested in performance feedback. Although older generations may believe that “If you weren’t getting yelled at, you felt like that was praise,” today’s young worker feels replaceable. If they are not told they are doing well, they are concerned about not performing well and are soon to be replaced. I think that history flows in huge reactive pendulum swings. This generation may crave compliments and the next one may be less so in response. We are merely reacting to the latest swing.

  This blog is effective in helping me to understand better the generation of my future employer and how they will view me as a representative of mine. I hope to understand that there is a worldview difference here. On the flip side, I feel that I will have a leg up in dealing with fellow Millennials. I understand their needs, desires and how to empathize with them. I feel that this mindset will aid me in managing others under me.

• 25. Ben Raymond  |  March 14th, 2011 at 5:53 pm

  While I agree that some Millennials fit the profile described in this post, I think it is a pretty broad generalization. There is no doubt that many Millennials feel a certain self entitlement, but I think that most of us realize pretty quickly that we are going to have to work for what we get. I was always told I could be whatever I wanted to be as a child, and an engineer wasn’t one of my childhood dream jobs. The possibilities took a realistic turn once I looked into them more closely. A fireman, astronaut, or professional sports star just isn’t for everyone and whatever your occupation, its going to take some hard work to get to where you want. I think a lot of people my age leave the dream world when they leave high school. I saw a lot of futures change after people went to college. Bu one thing they did get right was the fact that we work differently than our older counterparts. We do hold the value of lifestyle very high and enjoy praise. I think much like the little emperors, out parents want us to have the opportunities they didn’t. In order to get the maximum potential out of us, it would benefit managers to adapt to our style of working. That doesn’t mean they have to hold our hands. Expectations need to be clear and we need to feel like were making an impact and have potential for advancement. I think the coaching analogy was a good one. We have been coached our whole lives. We like feedback from our superiors and respond well to positive encouragement. Who doesn’t. I think many companies realize that happy employees are hardworking employees.

  It’s definitely true that some Millennials are still living in their dream world. I’ve hear the interview horror stories and seen the workshops on what not to do. It all seems pretty obvious to me. Those kids don’t last. They learn the hard way that they are going to have to suck it up and be professional.

  I do wonder about the decline in kids with jobs. I know my little sister hasn’t had a real job yet and she is about to graduate high school. But nowadays babysitting is a pretty lucrative gig it seems. I started working right out of 8th grade but I do remember not wanted to work a boring job. I chose referring soccer and life guarding because I was passionate about soccer and swimming. I think that a major fear of our generation, or at least for myself, is that we will get stuck working a boring job. That has been motivation for myself to become educated in fields that interest me. I don’t expect the job to be handed to me if I get it I will work my butt of to get to where I want to be. Just like I have my whole life. Sure our generation may work a little differently, but that can be said of any future generation. I know my parents heard the same thing we are hearing today. I’m sure they changed the culture of the workplace too. It doesn’t have to be a bad thing.

• 26. JP Salazar  |  March 17th, 2011 at 11:55 pm

  Damn you, Mr. Rodgers. How dare you be the cause of an entire generation’s motivational woes!
  Ha. I think it is a pretty far stretch to make that statement and I think 60 might be a little too sensational in how they present this issue. That being said, however, I do agree with the statement that young people today, the Millennials, are pretty coddled and have a different outlook on responsibility and motivation. Growing up, I can remember being told that I was capable of anything. That trying your best is more important than succeeding. While this was all fine and dandy growing up, it does not really prepare us for the reality that we are constantly being judged on what we can produce in the workplace. We are not prepared to have our work criticized or be told that we are not performing well enough because we have never been exposed to it before. Before we reach the workplace we are fed praise from every outlet regardless of performance.
  One point that I thought was very interesting was about young people and holding summer jobs. While my parents were as guilty as the rest in heaping praise on me, they did do a good job of instilling in me a sense of pride and commitment in the workplace. They made sure to teach me that no one was going to take responsibility for my actions for me. I can remember my first real job where I had an actual paycheck and schedule. When I was 12 I started umpiring Little League games. I took pride in what I did, and more importantly I was exposed to criticism and people reacting negatively to decisions that I had to make (man, some parents really get into their kid’s baseball games). Ever since then I had always had steady jobs, albeit part time ones. I worked through high school, throughout my undergrad, and finally supported myself for three years after I graduated. What always struck me as strange was how none of my friends around me ever had to work while going to school. I bring this up because I wonder how many of my fellow classmates, especially those that entered this program directly after receiving their undergrad, held down a job while they were going to school. These are the people I will be competing with in the future and I think it would be interesting to see how we all stack up on this issue.
  The thing that I could not agree on with the two young gentlemen in the 60 minute clip was their views on settling. It actually kind of upset me that these two guys could be brash enough to say that they will not settle for a job. They have no idea how lucky they are to be making a living for themselves. This is what I think is the most dangerous consequence of this epidemic. The sense of entitlement that these two displayed was appalling.
  I would have to disagree with most of the previous posts that say that managers of the future need to rely on praise to motivate this new workforce. While the dynamic between employee and employer is definitely shifting because of the new attitudes of the workforce, I don’t think pandering to this idea that everyone needs positive reinforcement is effective or wise. Personally, I handle criticism very well, and I appreciate when an employer is honest with me, even if I am being told something that I do not want to hear. I can let things roll off my back rather easily and I feel constructive criticism is more effective than shallow praise. The danger managers face if they take a stance of motivation through praise is that the workers can receive a false sense of accomplishment. I feel that workers who are being praised do not have as much incentive to try and do better. I think this attitude has the capability of holding people back from their true potential.

• 27. Chris F.  |  March 18th, 2011 at 3:37 am

  Don’t even get me started on this topic….too late. I can’t believe that there are people out there who are actually like this. It makes me sick and ashamed to be part of this generation who is viewed in this light. Albeit it is not our fault because we can now blame it on Mr. Rogers. Are you kidding me? It might have been good to build confidence in toddlers and preschool kids to invoke dreams and aspirations, however you can’t blame him for the child’s development from preschool on. That is where the parenting comes in. I believe it is a great disservice to kids if they are not shown the discipline and reality of how the real world works as they are growing up. I can remember times when members of my family would tell my cousins and I “tough (insert four letter explicative that begins with “S”)” when we wanted something or to get our way. The way our society values meritocracy is an issue that also made my generation the way it is today. By treating everyone the same, you shield the kids from what truly exceptional really is and is supposed to be. In the WSJ article by Zaslow “Blame It on Mr. Rogers: Why Young Adults Feel So Entitled” I think he sums up what I feel about all this entitlement from my generation in his quote “The world owes you nothing. You have to work and compete. If you want to be special, you’ll have to prove it.” Some other things I can’t stand:

  1) First name basis with a boss. While a boss may be OK with it (and many employees), I still have a very hard time doing this as I will normally default on Mr./Mrs./Ms./Whatever title and then last name. This is out of culture and respect as you should respect your elders and give credit for the title earned.
  2) Complaining about the rigors of work. If you are complaining about the rigors of work in an office, I bet then you have never worked a minimum wage, high labor job. Try one out and then tell me that the cushy office job is hard.
  3) Consumer culture in general. It is bad for kids and young adults and is the main culprit in the high credit card debt among young adults. I’m glad I got to know my relatives who lived through the Great Depression and WWII; they really put things in perspective and taught me some of their wisdom.
  4) Spoiled kids who think they are entitled to everything. I blame it on the parenting and on the social media. It is a sad day to think that the exploits of people like Paris Hilton and Charlie Sheen are news worthy material and figures people aspire to. Disgusting. I hope the kid from “Sue me if you dare, my dad is Li Gang,” gets a harsh sentence and that it is viewed as an example that money and power can’t protect you from consequences of your actions.
  OK. Rant over.

  As for dealing with the young Millenials in the workplace, I believe that managers will have to adapt (even though I hate the thought of it based upon principle). I think that the days of a boss going on a tirade on an employee are gone. In its place, I believe that you have to give feedback where warranted. I don’t think I personally would use any of those methods of trying to perk employees up because I think it is wasteful to begin with, but that is just me. My personal take on this manner would probably go as far as giving the employee some encouraging words of appreciation. Just don’t overdo the complements; I am one of those people who rarely listens to complements if they are casually thrown about because they lose their meaning. As far as the motivation factor is concerned, I think performance based bonuses are the way to go. No sense in awarding a higher salary if all they are going to do is the same work they did before. The bonus should reward productivity and will only last as long as the good behavior continues. There are the other things that my peers have mentioned: Personal days off, some social work events from time to time (i.e. monthly or bi-monthly), business casual attire or maybe some contemporary work settings. But if any one of those entitled kids shows up to work and expects much more out of me and gives me pains after being really patient with them, I’ll have no qualms about firing them. I’m not a manager to babysit - that’s what I do for my little cousins. But above all else, I think it is up to the people in my generation and “knuckle up” to the rigors of the real world. Don’t get me wrong. There are times when I sit and wish I was a kid again - and then I snap back into reality.

• 28. Omar Pradhan  |  March 18th, 2011 at 2:57 pm

  The business challenge presented certainly arises when the prospect of my having to work alongside the “Most Praised Generation” is raised. In order to be an effective manager of any individual with a particularized set of generational experiences, the first step is to do exactly what this blog post is designed to do…that is, to take time to reflect deeply on the information. Next, I would submit that the follow-up task becomes finding ways to relate and connect with what may seem to be very foreign, at least on the surface. The good news is, we are all human beings and underneath our generational / experiential outerwear, we have the same basic motivations, desires, fears, etc. Moreover, what I have learned from my time in the military is that, no matter the generation, we (east/west alike?) all basically want 4 things from a work experience / life: 1) to be valued, 2) to be respected, 3) to have opportunities for growth, and 4) to recognize how our work is meaningfully connected to the larger purposes of our associations. Looking at this from another angle, one thing that I know about the “Most Praised Generation” is that they are also, by in large, gamers. I too happen to be a gamer. To this day, I like to every once in a while jump online and team up with my younger cousins (living in Miami, FL) in a first person shooter game called Halo. From my experience, I know that such manifestations of gaming can be highly collaborative. In these circumstances, games normalize value added contributions and deter / devalue social loafing. For example, in a team based 4v4 objective match, if you don’t pull your weight, your end of game stats will reflect it and your team mates will be quick to boot you from the team, notwithstanding whether your mom, dad, grandmother, etc. thinks you are a wonderful person. This generational phenomenon gives me reason for hope. Also, I believe there is a place for praise and a place for criticism so long as they are, in both instances, coupled to meaningful, procedurally just measurements that conform to 1-4 above. And no matter the age or generation, I still believe that praise (or criticism) for no reason other than to give it is wrong and over time will serve de-sensitize an individual / prevent them from experiencing meaningful growth. If I happen to be teamed with such a person, following my recognition / awareness of the issue, one way I would address it would be to initiate a frank, honest, empathetic discussion. Such a discussion might go into expectations, responsibilities, how feedback will be couched differently than they are used to, etc. What’s important here is not to stereotype and not to assume the worst of people…or to assume they can’t learn to conform to a more balanced / developmentally appropriate dose of feedback in the workplace, both good and bad. I think, sure, some of the recent generation growing up with overly paternalistic / maternalistic (”eggs all in one basket”) parents will need more “recalibrating” once they leave home than others.

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