Podcast: Why do Millenials Leave Abruptly, Early and Often


Millenials quit


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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.

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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, showing that there’s no perfect application procedure.

Some say it’s because millennials feel that they deserve something more than just the offer that is brought to them. Oftentimes, this sense of entitlement can really convince them to keep on hopping from one job to another.

That being said, why do people say that millennials are entitled?

Apple thinks that it can be boiled down to how our parents pampered us. How they made sure that we won’t experience the hardships that they did when they were young.

Another point worth noting is the rise of digital. Things were definitely tougher before.
She further shares that humans, in general, are entitled. We think that life is supposed to be that easy.

And at the end of the day, it’s a lie.

Life is tough.

The Effect of Job Hopping and the On Demand Mindset


Job hopping

We live in a world of things that are a click away. A world of on-demand stuff. Food on-demand, entertainment on-demand, transportation on-demand and the list goes on. This has penetrated the minds of a lot of employees today. So how will jobs and tenure be affected long-term?

These views are the thoughts and opinions of a serial entrepreneur. It’s a different perspective and not a matter-of-fact approach to the possibilities of the future job market.

Event Coming Up: I have a learning event with Marvin Germo this February 13, 2019 at SMX aura 1pm – 5pm. The title of the event is “Make Money, Grow Money” – we’ll be speaking about business, generating excess revenue, and finally where to invest the excess revenue to maximize your passive income’s profits. Join us by clicking this link!

Since jobs are aplenty these days due to growing and maturing economies, a lot of people who are relatively young have the tendency to go job-hopping. If this is the trend, how are the resumes of the future going to look like?

1. Contracts and Agreements Between Employer-Employee will have a Different Setup

Entrepreneurs, founders and executives who are smart will cope early with this ongoing trend. There may come a time when they will want to know the intended tenure of the potential hire and ask them to fill an official document about it – whether it’s a year, two years, three, and so on.

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Depending on the agreement in the official document, they will only be able to access certain levels of information, knowledge, experience and benefits. This is smart and protects the company from giving too much but getting too little in return.

For example, when a potential hire has declared his or her intentions of staying only for a year, then the management may have a job package for the said job already that will be mutually beneficial for both parties. That hire would not be allowed to move to certain positions in the company since those positions will benefit the hire significantly and having that person leave within a year will not make sense for the company at all.

I have no idea what this document looks like or if it will ever exist. But if and when the time comes that it does, it comes as a no surprise. Companies who hire on good faith believing that new hires will really commit to the years they verbally espouse are getting battered and bruised. We may not admit it, but it’s quite true.

2. Loyalty will Stand Out

People who commit to a longer number of years of service to the company will have significant loyalty from the company in return. It may come in the form of better benefits, higher pay, stock options, and so on. Of course this is proven by the actual years of stay but if the official document signed by the new hire reflects the intention, it makes the said agreement binding.

This agreement may hold especially if the hire is willing to sign a document that will hold his name accountable to the world at large. Meaning the document will be official in the company’s job portal or website – with the consent of the hire to have it published for full accountability.

3. Smart but Unemployed People will Increase Rapidly

People who sign only for short-terms in this document will find themselves having a harder time looking for work as the companies in the market adopt this signed documents. The continuous adoption of this official document grows steadily as it brings full accountability plus benefits to both parties. 

A lot of smart people will find themselves generally unemployed. On the other hand, people who are wise will also have to risk to choose to commit their loyalty to a company of their choice. Otherwise, they will amend the official document and extend their number of years in order to prove their loyalty in full accountability to the world.

4. Labor will come Cheap

Since there are so many smart but unemployed people, they will have to settle with menial pay. Labor will come cheap as they will be the ones looking for scrappy work. This may not be the case now as job hopping may even increase a person’s base pay but I do believe this will catch up in time.

Whether with an official signed document or without.

5. Companies with Fantastic Culture and a Willingness to Listen to Employee Concerns will be Beacons

There are extremely few companies who have an openness to listen to employees. Usually management is overpaid and secrets are kept without significant reason just to keep employees in line. They see people as a means to increase numbers when it should be the other way around – the numbers should be the means to help people.

 Companies who have invested heavily on their culture to be more unified, open, emphatic and excellent will be shining beacons and will attract the best people whose long-term loyalty will be offered at the get-go.

At the same time companies who are such will be able to cherry-pick on their slew of applicants – giving them colossal advantage in how they work and the output they produce.

6. Dishonesty will Abound

Since work comes by harder for people who hop on jobs as if it is also something that is on-demand, people may opt to lie about their work history. This is undesirable but may be inevitable as people do need to earn a decent living.

This dishonesty will be controlled if there is an official, fully accountable official document that is disclosed online though. All the more reason that I personally will not be surprised if such a document will be formed someday.

Generally, people will no longer hop jobs ‘just because’. They will have to think long and painfully hard for them to leave their employment instead of leaving because of shallow reasons like getting bored or in the spirit of ‘trying something new’.

Got something out of this? You might be interested in reading a post I wrote entitled: “Greener Grass is Made, Not Found”

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