Millennials have always gotten a bad rap across the board — from parents, bosses and our society in general. I’m not one of them but I work with them every single day. My brand lead Lauren Glish is a millennial (her response to this piece is below!). So are several other of my colleagues. And contrary to everything you’ve read on the internet, I’ve found plenty of reasons to cheer them on — and a few ways to attract them to your company. Hear me out.
Over the past decade, I’ve seen millennials drive culture, change and business decisions from within and outside my company. The largest generation in the history of the US, they have fundamentally changed business models with their preference to access services rather than own products (think Spotify, Uber, etc).
Now, as the CEO of Zuora, a subscription management software company, this certainly appeals to my business interests. But it’s not really the reason behind my admiration. That stems more from what they’ve done within the company.
Of our 600+ employees, 43% are millennials, with some departments reaching 100%. Our ZEO culture (yes, we like to put a “z” before everything!) essentially means that every employee is the CEO of their career. It emphasises freedom, initiative and responsibility, and I’ve seen this generation embrace it and grow in very creative ways.
Here’s what I’ve learned about them — they value choice, transparency and instant feedback, and work-life balance. These attributes have dramatically changed our work culture, improved productivity and overall employee satisfaction. And building these into the very foundation of our company helps us to attract and retain the best and brightest millennials.
Choice: Much of the generation grew up with choice in every aspect of their lives — food, clothes, entertainment, education, etc. Today, they want it at work as well. They don’t like to be limited in any way — structurally by a desk, office, timings or mentally with predefined ideas and solutions. So, while they may walk in well past 9am to their desks, it also means they’ll burn the midnight oil when required without a murmur.
This is because millennials don’t see work as separate from their lives but as an integral part of their lives. Gen Xers for the most part were content with a “9 to 5 job” but that’s not true for this lot. They seem to have hit upon something fundamental — life’s too short, so try to follow your passions and do work that you enjoy.
I also see their need for choice result in a fresh approach and out-of-the box thinking to problem solving. It inspires creativity and action that sets us as a company apart in unique ways. For instance, our website is often praised for its identity and the fact that it doesn’t look like every other SaaS website in Silicon Valley. A millennial led and breathed life into that project. Reward hard work with opportunity and flexibility.
Transparency and Instant Feedback: This is perhaps my favorite. I love how transparent millennials are and their need for instant feedback. They grew up in the digital age using cell phones and social media and lead lives that are far more public than perhaps any generation before. This has huge implications for the way they work and the tools they use. They communicate with a sense of openness and have no patience to wait around for annual reviews.
Often decried as the “Everybody Gets A Trophy” generation, their need for feedback and recognition can in fact have a positive impact on companies — it ensures that complacency doesn’t set in and has certainly forced companies to become more merit-based than their hierarchical corporate predecessors.
I see this as a very positive change. At Zuora, we’ve embraced this culture. We allow our employees flexibility in where they work and use a host of new technologies to keep the conversation going. It’s a very fluid work environment. We also encourage managers who are often Gen Xers to provide real-time feedback. It has been challenging because most Gen Xers are highly independent and tend to have a hands-off approach towards their team.
That being said, we’ve tried to spur the interaction with some help from technology tools and forums that recognize and celebrate employee achievements as they occur, not a year later. The fact is that the entire organization has benefitted by this — it promotes individual growth and satisfaction. Give feedback early and often. Because really, who doesn’t like to be recognized?
Work/Life balance: A generation that knows what it wants and is not afraid to go after it, millennials rightfully insist on work-life balance. Make no mistake, they work hard. But, they also take time to enjoy life and take care of themselves.
Again, embracing this has not only boosted productivity, it has also had an impact on team morale and brought us closer together. We organize activities for those interested in fitness (Krav Maga, anybody?), volunteering, cooking, nutrition, biometric screenings, etc.
Personally, as a Gen Xer, I’m now more conscious of work-life balance and make it a point to carve out quality time for my family every evening. My inbox can wait until I tuck my daughter into bed.
Millennials are our today and a large part of our tomorrow — both as consumers and business leaders. My fellow Gen X CEOs will do well to focus on the positives and nurture millennials’ growth, rather than continue to stay confounded by the generational differences. If you don’t know where to start, begin by hiring those who understand both generations and can act as a bridge. I call them the “millennial whisperers.”
Take every opportunity you get to mentor your younger colleagues and you’ll be surprised at how much you learn along the way. As an entrepreneurial generation that doesn’t settle for mediocrity, they’ve got my vote.
A Millennial Responds
By Lauren Glish, Brand & Creative Lead at Zuora
I’m on the marketing team at Zuora where I help lead our brand and creative efforts. ‘Brand’ is an important concept that touches a lot of areas inside a company. And as the first employee at Zuora to ever have the word ‘brand’ in her job title, I’ve had the chance to work directly with Tien on many projects over the past several years. Notable ones include the company rebrand and new website that we launched back in 2014, as well as writing/designing/rehearsing his many keynote presentations.
I have mixed feelings when someone calls me a millennial. Although technically I am a millennial, I don’t always feel like I fit the stereotype. For example, I use social media less than almost any other “millennial” I know, making me the odd ball of my friends. (I guess like any generation, we come in all kinds.) That being said, I do agree with most of what Tien says above.
It’s true, I don’t view my work as separate from the rest of my life; I don’t think that makes sense. I want my work to reflect who I am and be a fluid part of my personal and professional narrative. I’m not sure Gen Xers always get that. I also believe in the value of my time and energy, and I aim to spend it in a way that is not wasteful. For instance, I’ll often work late nights and on weekends but come into the office after 9am. It’s not because I’m lazy, it all comes down to productivity. I just don’t see the need to spend more than an hour in rush hour traffic when I can spend that time actually working from home in the morning.
It’s important for Gen Xers to understand where we’re coming from so they don’t mistake our behavior for unprofessionalism. That’s why I think the best working-relationships between Gen Xers and millennials are built on trust. Trust us enough to share as much information as possible and expose us to new projects and challenges. Trust in our abilities and don’t let our age or our title cloud what you think we are capable of. The more we know and do, the more we learn. And the more value I bring to your team and the company!
I mean no disrespect to Gen Xers. In fact, I feel that it’s my responsibility to learn as much as I can from them. Most of my mentors are Gen Xers whose experience, guidance, and knowledge are unique, one-of-a kind resources for me and my career. However, relying on past experience will only get you so far. At Zuora I think it’s crucial that we evolve from what has been done before and continue to push the envelope. That’s why I so appreciate when my Gen X colleagues are receptive to creative ideas that stray from what they’ve done in the past or at previous companies.
What I love about working with Tien is that he’s open-minded and age-agnostic. He’s more concerned with your ideas than the number of years on your resume. He understands that fresh approaches and out-of-the-box thinking are just as valuable as formal experience. And when he sees you investing deeply in a project, he reciprocates equally. (Never short on an opinion, I have email chains where he and I have gone back and forth, writing small essays to each other to explain our points of view.) I’ve learned a tremendous amount by working with him and engaging in his thought process.
