Intergenerational Consultants hold jobs that didn’t exist a few years ago. Otherwise known as “millennial experts,” these people are being hired by big companies to advise CEOs concerning their newest wave of hires — members of the millennial generation.
Managing millennials recently became a chief concern for countless companies, ushering in an influx of self-proclaimed millennial experts, who provide insight into the latest generation of employees. Millennial experts teach companies’ older generations how to manage and communicate with the younger workers, how to strengthen their enthusiasm for the work, and ensure their happiness in the workplace. These lectures serve as a source of income for millennial experts, as companies are sometimes willing to pay up to $20,000 per hour.
Millennial expert Lindsey Pollock told The Wall Street Journal, “There is somewhat of a disconnect between young people, their hopes, goals and expectations, and what companies think young people want. I see my role as a translator.”
Pollock believes that managing millennials is easy. They expect meaningful work, frequent feedback, and they hate voicemail. They love flexibility.
Some businesses, such as a Red Robin in Greenwood Village, Colo., are allowing corporate employees to take Friday afternoons off and are no longer holding Friday meetings. The theory is that happier employees who feel more understood will generate greater enthusiasm and better ideas at work. Therefore, millennials are often rewarded with flexible schedules, “more fun” meetings, and incentives.
This is the generation who all received participation trophies in their childhood, even if their team came in last in the league. Hard work and personal accomplishment were not considered enough incentive to do well.
Apparently, not much has changed.
