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My parents were born in 1947. For 35 years, my parents drove to the exact same building and did the exact same job. My mother was a high school math teacher and my father was an investment advisor. They didn’t ask for much and their story is not unusual. They were part of an entire generation that valued job security and loyalty, but those values ​​are now a thing of the past. Today’s workforce is primarily made up of Millennials (ages 28-43). As the last baby boomers retire and Gen
This requires a different way of thinking. Millennials want something very different from their predecessors, and are even more willing to change jobs to find it. A recent Gallup poll reported the following statistics: Millennials are the next generation. most likely to change jobs; 60% of Millennials are currently open to new job opportunities. And Millennials are the least engaged generation in the workplace. According to the U.S. Bureau of Labor Statistics, average millennial 8.6 jobs were held between the ages of 18 and 34. Additionally, research shows that younger generations are no longer interested in taking on leadership roles. In the next 10 or 20 years, there may be a shortage of emerging leaders willing to take on leadership responsibilities that are seen as minimal rewards.
If successful organizations want to remain successful, they must understand what Millennials really want and work to create engaging leadership opportunities that align with that. Failure to do so may result in a leadership shortage in the coming years. Here are some ways to accomplish that.
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