People often ask me how I gained so much knowledge in commercial insurance at such a young age, to which my answer is always that I was raised by the best. As the old adage goes, it takes a village to raise a child; it also takes a village to raise a professional.

A lot of buzz lately indicates that industries in all sectors of business are in a race to bridge the gap between soon to be retirees and up and coming talent. The shrewd among the pack realize that the key to this is raising strong Millennials (people born between 1980 and 2000) as successors.

One of the most cherished roles in my life is serving as an advisor to one of the sororities at UNLV. In this position I get to connect with some bright, talented, and incredibly driven people. Given this unique connection to these young minds coupled with my amazing experiences working with some amazing seasoned folks I have grown a propensity for serving as a translator between the two generations.

Thus, the concept for this article was born. Following are the best tips I can give for raising Millennial professionals in a way that meets their needs while extracting the best talent they have to offer.

Change YOUR Mindset

The current executives in control of the industry, baby boomers (people born from 1945 – 1965), typically provide overwhelming negative generalizations about Millennials with specific emphasis on a perceived lack of commitment and loyalty. Nothing could be further from the truth. Einstein defined insanity as doing the same thing over and over again and expecting different results. In this case Millennials aren't broken, but rather the ideologies of older generations. It is through evolution of generations throughout history that progress is made. The same is still true. Doing things the way they worked for your generation is not the same way it works for Millennials. Stop trying to fit a square peg into a round hole. Learn about and from them instead of trying to change them to fit the previously used pattern.

Quality Over Quantity

As the generation following the wrath of The Great Depression, Baby Boomers became ravenous in their appetite for everything–in particular amassing wealth. Working 50, 60, or even 80 hour work weeks became the norm as it afforded the ability to meet these goals. While Millennials enjoy the perks of money, they recognize the value of a balanced life and will gladly sacrifice riches and accolades for the type of fortune that money can't buy–a happy work environment, vacation time, feeling that their work means something, or the ability to spend time with their family and friends.

Bring It On!

One of the biggest myths out there is that Millennials are not capable of being loyal and staying with a company. While I am confident that raw statistical data on average tenures would support this position it is not for the reasons you may think. Millennials thrive on challenge and the opportunity to contribute in a way with which they connect. In other words, they don't want to be good at doing the same thing for the rest of their lives like their predecessors. They want to be challenged. This doesn't mean that they have to change positions or even companies. On the contrary, Millennials will follow you into battle, guns blazing, for the duration of the war IF they are part of the challenge. Change their goals, charge them with finding a solution to a productivity issue, cross-train them in another department, or elicit their help in innovating in technology. Get creative and think outside of your box!

Embrace the Triple Bottom Line

In addition to a lack of connection to their personal responsibilities in a company, nothing will get a Millennial to jump ship faster than a company whose focus is primarily on profits. As a generation Millennials are very conscientious about the environment as well as the way people are treated. They will band together at the speed of light to boycott both products and employers whose gains are ill begotten through exploitation or any perceived wrongdoing. Companies who balance environmental and social responsibilities with fiscal ones have a much higher likelihood of keeping employees committed, as there is nothing Millennials love more than a cause (or in this case) a company to stand behind.

Mentor to Motivation

First, you have to be crystal clear on the fact that Millennials do not revere or respect those who have gotten their positions based on paying their dues. While they will respect those who are talented and have earned their stature, they pay respect in a different currency. For these young, talented workers respect should be given based on the merits of your work rather than entitlement. They will work hard, when they know that their work will be weighed as equally as others in their position.

Once you have this in mind, then it is necessary to mentor rather than simply train. When they receive knowledge and wisdom rather than proficiencies and processes they flourish. On a very basic level you have to provide as much insight as to the philosophy and reasoning of a skill as you do to teaching the skill itself. This seems like a “duh” kind of statement, but for many the reality of today's busy world is that we teach to check a box, not why the box was created. The bottom line–they have to connect to their work and feel the purpose they are serving in their role.

Bend Like a Pretzel

This generation has grown up with the best of ever changing technology. They are adaptable and productive in ways that workers in other generations cannot fathom. Unleash this productivity by providing the tools and autonomy they need to succeed.

The current confines of corporate America stifle Millennials–from the rigid 40 hour work week to the required daily appearance in a brick and mortar office. With their technological savvy, Millennials can often complete in 2 hours what may take workers in other generations 4 hours to do. Given this predisposed ability to reap results quickly and through alternative, more efficient means, Millennials crave the ability to direct their remaining time in a way that works for them–be it starting on another project or skipping out early for happy hour.

In short Millennials are redefining the path to achieving the American dream to fit their ideals, just as the generations before them did and the generations after them will do. Just like adapting to changes in technology, companies who do not change to meet the changing of the generational tide will fall by the wayside.

Special Reports /

nGInsights: How to Raise a Millennial

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