Ep.7: Why do Millenials Leave Abruptly, Early and Often?
By Sean Si
Onto the next question, we discussed why exactly millennials leave early, leave abruptly, and hop jobs. Aside from the lack of recognition, which has already been discussed in-depth just a while ago, another reason is that some millennials get overworked because they’re asked to do additional tasks that are not part of their job description. This means they’ll have to juggle their main responsibilities and the extra tasks, while also being compensated for just the job that they applied for. That being said, this is only bad when the person given the responsibilities does not want them, and only expected to work within the job description. It’s different, however, when it’s the individual that took the initiative to ask for additional work because it’s a means to grow even more. Kevin believes that doing something that isn’t necessarily your responsibility is a means to facilitate amazing growth. This is because you develop grit, negotiating and a lot more. Apple further iterates that even though taking in other tasks can facilitate growth, the team member should still know their own limits and communicate it properly to the management. And if they can’t do so face-to-face, then they should use a tool, such as Teamstrr, to do it. There is also an abundance of choices. Putting it in a dating perspective, the experience that our parents had was definitely way harder compared to today with different apps and social media sites that facilitate socializing. We are at an age where options are freely given and handed out to you. Having so many options invalidates the notion of being committed by choice. Commitment is one of the biggest factors. And it can often be stemmed from either them having more options, or because they’ve been hurt before. Kevin’s most recent experience was the former. Millennials may seem incredibly altruistic, but there are some of them that truly care—that have empathy. But there will almost always be that individual that will jump ship as soon as a bigger, better opportunity arises. This is most common when an applicant has already been accepted, a deal has been made, but they won’t show up on the first day saying something came up. Apple argued that this can be connected to the first topic of the day, which is that these millennials are not as passionate as they think they are for the job they applied for. the millennials are passionate about themselves, as they want the best for them. Millennials might just be the most self-serving workforce because they’re comfortable with how they’re already living. To me, that’s just being lazy. And it’s not really something that can be logically answered as each Millennial has their own mindset. A more significant discussion would be: With all this knowledge, how can we prevent this from happening? Kevin suggested to curb the aspect of commitment from them, the applicants, to us, the company. One of the ways to do that is by forcing them to come using the bonds and rules. By clearly setting expectations and rules. That if the individual doesn’t come, there will be a consequence for that. This is something that you have to tell them explicitly. This is one of the reasons why Apple, during our interview process, states, right from the get-go, that we expect loyalty. That they’ll be with us for at least 2 ½ years. Anything less is not optimal. One of the ways we have prevented this from happening is by elongating the application process. It’s now composed of 6 steps over the course of a few days. Once an applicant reaches the final interview and gets accepted, they will almost surely show up on their first day of work. That being said, there are some rare cases that even when they finish the interview process, they don’t show up, sho Support the show (https://tribe.leadershipstack.com/)