Millennials, the Military, and Denials

millennials turned down by militaryWhat do millennials, the military, and denials all have to do with one another? Well, according to reports from the Pentagon, 71% of military applicants are denied entry into all U.S. branches of the military. Typically, simultaneous military branch cutbacks result in 70% of applicants being weeded out as each branch is allowed to be increasingly more selective. In and of itself, this 1% is not news, however, coupled with the fact that 21% of all military applicants are high school dropouts, contributing to the increased turn away rate, this is indicative of a real problem.

Uneducated Millennials?

However, education isn't the only culprit in the military's selectivity. Things like weight, drug use, psychological abnormalities, and even new tattoo and piercing regulations play a hand in denying young applicants. Gone are the days where the military caught your career fall. Joining the military is as hard as obtaining any job in today's job market. Speaking of job market, along with the difficulties that millennials are finding in joining our military, the job market has also plagued this generation as the hardest hit in noncombatant unemployment. So, what do our youth do in these times of employment crisis?

Advice Regarding Millennials

Undeniably, the first words of wisdom would be to complete the highest education curriculum, abstain from the potentially harmful party scene, and be mindful of career-hindering body art. Also, recognize the untapped resource of our national workforce professionals. These professionals' jobs revolve around finding jobs for others! Hence, employers, reach out to your local employment centers to locate all the top talent that is irrefutably out there, especially our veterans and military applicants. These nationwide employment centers are an answer to increased unemployment rates as well as enable employers to find the most well-equipped talent, locally.


2 Tips On Helping Multi-Generational Teams Succeed

"How do I make my multi-generational teams mesh and become brilliantly productive?"

While there are certain steps you can take and books you can read divulging the seemingly all-powerful truth to this question, we find it harder now, more than ever, with vastly different generational mindsets. That being said, no, there isn't a simple one-size–fits-all solution to multi-generational teams. Rather, what if we dissect each generation's mentality and strategize about how to communicate with each group, allowing them to communicate internally with one another? If you can lasso the strengths of each generation and enable effective communication between these groups, your multi-generational teams will be unstoppable.

Multi-Generational Teams Broken Down

Essentially, the workforce consists of four different generational groups: Traditionalists, Boomers, Gen X, and the infamous Millennials.

Traditionalists value hard work on top of everything. While seemingly inflexible, Traditionalists base decision on vast experience, often confused with inflexibility. The value of respect for authority is another high priority item.

Boomers feel a deep sense of desired value and need that Boomers derive from work. They are loyal but disengage with the lack of recognition or acknowledgement. Respect is still highly valued in the eyes of Boomers.

Gen X is quite pragmatic and skeptical of authority. Often referred to as the silent generation, they are easily disengaged, pessimistic, and quick to toss in the towel if their contributions are unvalued or they feel gipped. This group desires space and their own terms to trust authority.

Millennials demand immediate gratification. Immediate ladder climbing is almost a birthright. They questions everything and feel a sense of right to be included, looked up to, and heard, regardless of the topic of conversation. Work ethic is often some term not fully comprehended by this generation.

With such radical differences, as employers, how do you reach each group simultaneously?

There is Hope for Multi-Generational Teams

Here are a couple of solutions:

  • Acknowledge the commonalities that we all share. We all desire to be needed, to learn, to grow and move forward, and to receive feedback. We desire these things frequently, so often addressing these needs will go far with each generation.
  • Use each group's strength to bond the team. Use Boomers optimism to rally the support. Use a healthy dose of skepticism from Gen X to question ideas and new products, and so on. Each group has valuable mentalities that should be brought to the table in any brainstorming, strategizing, or planning sessions. In doing this, there is value that each generation feels and appreciates.

We are all different, but as an employer, it's important to recognize the similarities and strengths of each generation in order to fulfill their needs and provide a place where each generation is valued and can work together. This may require time, energy, and a few tries, but the rewards of functioning multi-generational teams is well worth the organizational changes you may have to make. So, will you risk change to achieve optimal performance? I think we know what the answer is…

Source: Forbes Leadership