Podcasts about millennials at work

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Welcome to Professional Service Manager and author of the new book Make Me The Boss: Surviving as a Millenial Manager in the Corporate World, Emily Tsitrian! We talked with Emily about being a “newer career” manager, why she wrote her book, and lessons she learned along the way. We asked Emily how she got into professional services (which is a lot of project management, implementation, and customer success), and she told us about how in college she wanted to be in tech, since tech changes the world (for better or worse). She started at an enterprise health solution company, and after 7 years she wanted to join a start-up and ended up at a unicorn where they experienced hypergrowth as the company scaled. Suddenly Emily and her peers were in management. When a friend asked her what books she recommended about how to be a manager, Emily realized the right book for her didn't exist, and she decided to write one. She started, put it aside because of….life…. and picked it back up with the pandemic and finished it! We asked Emily how she discovered her voice as a manager. Her first point was that managers are always learning. At first she was overly invested emotionally, made everything a hill to die on, and built the team around her vs building a team who could replace her. Growth can be uncomfortable and vulnerable, and people in management positions are vulnerable because everything is on display. All of a sudden, people around us see when we look at our phone, look into the meaning of what we say, and overthink a lot of our reactions. Being in management comes with “a lot of crap” according to Emily. We discuss being strong and using the word “no” to protect both ourselves and our teams. Drawing boundaries helps us protect ourselves. We ask about the difference between being a millennial manager vs Gen X or Gen Z. Emily explains how millennials have grown in a hyper-connected world, changing societal norms in positive and negative ways and how it affects management. They also have lower life expectancy, accumulated wealth, and live for experiences and happiness. They've turned the world of professionalism upside down and shown us that we need to be aware if we want to attract millennial talent. They've shown us that if you don't run your business with morals, employees will walk out. Millenials are more likely to want to communicate with a screen. Emily wanted to help people address the whole person. We ask the first piece of advice Emily gives to new managers, and she breaks it into people who are managing their peers vs managing a new group. For the first group, Emily talks about managing at least one person who didn't get the job. She said to make sure that you keep business continuity -- don't let balls drop. Then think about both relationships with team members and relationships with new peer group. She also invites people to talk about what it's like being managed by someone who was their peer. Be ready for the difficult relationships. She advises to step back from close relationships with people on the team; make sure everyone has equal access to you, and focus on being their manager vs their friend. Another tip from Emily is that when you become a manager, don't lose that thing you can coach people on. If you've mastered something as an IC, don't lose it. Again, it helps with coaching and credibility. Your team needs to feel that you're able to represent them at a meeting, so public speaking is a critical skill to have as a manager. How do you get better (other than reading Emily's book)? Give a toast, be a podcast guest, watch some TED talks, ask a question in a meeting... there are a lot of good ways. We ask about evaluating potential new managers if you're making a job change, and Emily has some great tips. 1. Does the company invest in their management teams? Ask how well managers are supported. 2. Insist that you talk with the person who will be your direct manager. 3. Ask that person hard questions (which is happening more and more) about how they manage, give feedback, and think about growth. Millenials get more and more community from work which makes people invest more in their workplace than ever before. We ask about how to retain millennials in this tough hiring environment. Emily is intentional on focusing on the high performers vs the people who are struggling. This goes against relation-driven millennial instincts to nurture, but making sure you can focus on building your best people so that you don't lose them. She also tells companies to invest in their new managers and to start training potential managers and help them go up a half a notch. Good managers are building their next generation. We ask about a manager's biggest challenge for 2022. Emily acknowledges the huge foundational shift in the workplace, and tells people to stay curious, invest in knowledge and be authentic without being married to past ideas. Liz adds the need to be flexible and caring….while staying relevant, curious, and open. We're in a big inflection point -- let's embrace it!

Franne and Becky discuss how mental health issues may impart Millennials in the workplace and give employers tips to support these employees!

Andrea Hershatter has led the Undergraduate BBA Program for two and a half decades, overseeing its growth and curricular development and helping to secure its place among the most elite undergraduate business programs in the world. Andrea holds a faculty position in organization and management and teaches entrepreneurship. She regularly provides consultation to top corporations and leaders in academia on the millennial generation.  Defining Generations Each generation has a particular personality and role in society. Biologically, a generation is defined as a range of anywhere from 15 to 23 years. As babies are born, their parents raise them in response to what's going on in the world. Therefore, they are influenced not only by societal dynamics but also by what they see in the generation coming of age. Dynamics about child rearing emerge that lead them to have certain propensities in the way that they raise their kids. What Makes a Millennial? Millennials are so named for the high school class of 2000, born in around 1982, that started the generation that entered adulthood at the turn of the millennium. This was a dynamic generation that the media shone a dynamic spotlight on. Strauss and Howe's theory of fourth turning suggests that generations move in cycles and that the generation coming of age is being raised to fulfill the societal gap being abandoned by the generation that's phasing out.  Therefore, millennials are being conceived of as the generation that will replace the GI generation. The GI generation was the generation that became profoundly impactful leaders whose job was to change and protect the world. Millennials were put in a similar spotlight of being expected to grow up to shoulder heavy societal burdens and have a profound impact on the world.  Exploring Boomers Boomers are associated with the baby boom and, at their moment of coming of age, were in the center of a generational war and redefined culture. They fought in and protested Vietnam. As boomers created their own culture, they shut out older generations and have held onto that role until now. These boomers responsible for creating culture retain a profound influence on how American culture is depicted in movies because even if they are not directly acting or producing them, they control the flow of money. That entertainment gets disseminated all over the world. A Look at Gen X Gen X was the victim of the educational wars and performed poorly on standardized tests because they lacked a common body of knowledge. At the same time, mothers went back to school, but society lacked after-school support and infrastructure. Therefore, Gen X became the latchkey kids who came home to empty houses, becoming free thinkers that were dismissed as slackers. They also came of age at the dawn of the technological revolution, creating the infrastructure and changing the capacity of information to revolutionize our current lives. Zoomers According to the fourth turning, Gen Z, or Zoomers, will replace the “silent generation” in terms of their societal role. The silent generation actually ushered in the civil rights and women's rights movements, so Gen Z is fighting systemic inequities, pioneering movements about gun access, climate change, and Black Lives Matter. This generation understands diversity as non-binary and not fixed, which is difficult for older generations to grasp. They think about self-identity and roots in ways that have created an entirely new language. They will likely shape the world in fascinating ways that are unimaginable right now. Millennials and Technology For millennials, technology was embedded into their earliest ways of knowing, rendering it a noncognitive sixth sense instead of an intellectual endeavor. Millennials approach a problem using technology without thinking about it and are capable of multitasking while using it. In terms of how it influences the workforce, there are two important aspects. Technology impacts how millennials work and how firms reach consumers. In the workforce itself, millennials demonstrate competence in using the technology that suits the task at hand. It is important to them that others understand which mode fits a certain message and intention. Through social media, millennials and zoomers have created a performative life that expects immediate feedback, a cycle which leads to extrinsic motivations. That influences how, for example, millennials expect to be acknowledged for the work they do in a company. This can be stress-inducing if you don't receive positive feedback, affecting your sense of personal agency. Using Steve Nowicki's assessment of locus of control, over time, generations have developed a more external locus of control. This is problematic because when you feel out of control (such as in a global pandemic), your locus of control determines what you believe you can do to influence your own personal circumstances. Ages of Millennials in the Workforce Early studies showed the leading edge of Millennials demonstrating a strong desire to have personal purpose aligned with their company. However, with younger respondents, that importance drops as people work to fulfill Maslow's hierarchy of needs. Research shows this younger cohort is more concerned with stability and economic security. In a recent Harris poll, it was determined that millennials are willing to take on supervisory responsibilities leading to career advancement, but feel burnt out and find it difficult to unplug. Millennial managers also have a less traditional focus, prioritizing communication, culture, and people rather than operational results or budgetary responsibility. As the younger millennials enter the workforce, they want feedback, collaborative opportunities, flexibility, and autonomy. However, peer-to-peer, millennials are harsh judges with high expectations who have been held to high standards. The question is, how will older managers, whether they're millennials or Xers, motivate younger workers by giving them flexibility, while maintaining the accountability and performance standards? Millennials' Relationship with Organizations Across every socioeconomic dynamic, the parents of millennials devoted more of their discretionary income into raising their children than ever before, including enrollment in expensive schools and extracurriculars. As consumers of those, parents micromanaged these organizations to shape them into the ideal experience for their children, demanding what they wanted to see. Millennials who grew up being told they were the future were accustomed to the organization molding itself to meet their needs. Many millennials or zoomers entering a workplace will demand the tools they need to contribute to the organization and improve it, which clashes with older generations' ideas of an organization with set principles and rules. This clash results in the older generation seeing millennials as entitled. Google is a prime example of an organization that has molded to is employees. The entire campus is lifestyle-based, which builds trust and makes employees feel cared for by the company. Google knows that if they fuel the whole person, employees will be able to bring something better, more innovative, and more creative to the table. How COVID-19 Has Impacted Millennials and Zoomers For millennials and zoomers, their comfort with technology and their capacity to multitask has given them a leg up during the pandemic, because the notion of remote work was not as derailing as it was for older generations. COVID also led to an enormous amount of burnout, cutting organizational learning but also providing the opportunity to develop many other skills and expand reach. Geographic diversity led to new insights and increased opportunities for learning. Online school and work also leveled the playing field for different types of thinkers and workers, as well as those with differential access to resources. Decreased commute time provided flexibility and more prominently underscored the concept that time spent in physical locations does not make someone a better worker. Mental health is also important; while a workplace is important for productivity, time spent at home is equally important. Dynamics Between Boomers, Millennials, and Zoomers Boomers and millennials had a particular bond, where the leading edge of millennials were very interested in finding purpose and meaning in life and learning from their elders. Gen X managers have had to deal with economic erosion and a lack of organizational training. They were simply thrown into the deep end. Gen X and older millennials are beginning to be caught in that pressure moment where they are responsible both for young children at home and for aging parents, so they really strive for a work-life balance. In comparison, zoomers are still young and want flexibility for pursuits like travel.  The Next Generation and The Future Gen Z is resource-savvy, works cooperatively, and excels at finding each person's fundamental abilities. Through the use of technology, they have a reach and a capacity for mobilization that enables them to invent technology-dependent solutions. This generation is looking at what's structurally or systemically broken and focused on fixing it.  Dean Hershatter's Motivation  My energy comes from the relationships I've developed; some are short term but some are lasting relationships. When I bring in speakers who are returning to Goizueta, I can still see the 18-, 19-, or 20-year-old in them, but I also see these wonderful, amazing people they have become and what they've been able to accomplish in their personal and professional lives. I derive enormous pride and vicarious fulfillment from that. Playing even the tiniest role in who our students become is a privilege of working at a place like Goizueta. We attract incredibly talented and dynamic people. I often hear from our alumni that they were incredibly inspired by a comment or idea shared by a faculty member that has shaped their life in a deep and meaningful way. That to me is so fulfilling and energizing, and it is for sure what drives me. 

It was said that by 2025, 75% of the American workforce will be made up of Millennials - - leading and succeeding. While I was recently coaching a leadership team made up of boomers, late Millennials and early Millennials, I noticed how their inner-activity could be viewed by some as intergenerational collaboration or collision! In this week's podcast episode, I interviewed Ashley Williams, Founder and CEO of Rizzarr, a leading Millennial and Gen Z content marketing strategist, spokesperson, consultant and global speaker for brands that want to reach younger generations where she Don't forget to visit the shownotes and the full transcript at https://bit.ly/3zuSW4m Listen to the this information-rich interview and tell me your favorite part of the conversation on my IG @Tuesdayswithcoachmo. Contact Ashley Williams - hello@rizzarr.com LinkedIn: https://linkedin.com/in/ashleymichellewilliams LinkedIn: https://www.linkedin.com/in/moniquebetty1/ Instagram: https://www.instagram.com/rizzarrinc/ Facebook: https://www.facebook.com/RIZZARR/ Twitter: https://twitter.com/RIZZARR Grab a copy of my REACH workbook for free and start planning your best work day ever - https://www.moniquebetty.com/reach  

Happy PRIDE Month! With PRIDE at the forefront of our minds, it's important we always think about how we can genuinely celebrate. Today, Chase sits down with his good friend and colleague, Mike Nichols, who also works on the PRIDE Alliance at Nestle to discuss:- PRIDE celebrations in the office- Companies celebrating PRIDE (The Good and The Bad)- Recommendations on how to genuinely celebrate PRIDE- And MUCH MORE!Make sure to like & subscribe to our channel for more great, authentic conversations!Share the show with your friends! Find us on social media:Instagram: @_MillennialWayTwitter: @_MillennialWayTikTok: @TheMillennialWayFacebook.com/itsmillennialtalkitsmillennialtalk.com

A recent article dubbed people born between 1980-1985 as geriatric millennials. The crew discuss this group as emerging leaders in the workplace. Connect with us on Social Media Twitter, Instagram, and Facebook @TMATMpod Join the podcast crew on Clubhouse for Tuesdays @ 8:05pm CST Share your questions with the crew at TMATMpod@gmail.com Support the podcast via CashApp $TMATMpod --- Support this podcast: https://anchor.fm/tmatmpod/support

Millennials often get a bad reputation. People think they're lazy, entitled, lack work ethic, among other stereotypes. Some of these stereotypes may have some truth to them, but many times people overlook what millennials do well. There are some things millennials do right, and they may do even better than generations before them. It's important that we give credit where credit is due. Jonathan Farber is a successful entrepreneur and became financially independent and free by age 27. Jonathan is a great example of a successful millennial, and he helps clarify his perspective of millennials and other generations. Jonathan hosts the "Millennial Millionaire Through Real Estate Podcast." Jonathan shares about his millennial work perspectives and how anyone of any generation has the chance to fail or grow and become successful.

Millennials often get a bad reputation. People think they're lazy, entitled, lack work ethic, among other stereotypes. Some of these stereotypes may have some truth to them, but many times people overlook what millennials do well. There are some things millennials do right, and they may do even better than generations before them. It's important that we give credit where credit is due. Jonathan Farber is a successful entrepreneur and became financially independent and free by age 27. Jonathan is a great example of a successful millennial, and he helps clarify his perspective of millennials and other generations. Jonathan hosts the "Millennial Millionaire Through Real Estate Podcast." Jonathan shares about his millennial work perspectives and how anyone of any generation has the chance to fail or grow and become successful.

Erica and Mariah discuss a good idea Millennials had (for once) about managing your work load and normalizing self-care. But in natural LH fashion, they age themselves as old Millennials because there's a fine line between self-care and just having shitty work ethic.

Zach has the pleasure of chatting with Brittani Hunter, founder and CEO of The Mogul Millennial, and they discuss how to go about effectively using your voice at work. They also talk about The Mogul Millennial platform in general, what she's looking forward to in the future, and what initially led her to its creation. Connect with Brittani on Twitter and Instagram!Check out The Mogul Millennial website and follow them on Twitter and Instagram!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and again, look, y'all know what we do. We have incredible guests all of the time. Now, this guest is pretty interesting, because, you know, as I've been--as we. Shout-out to Ade, shout-out to Sheneisha, shout-out to Tiffany, shout-out to Tara, shout-out to Taylor, shout-out to Tristan, you know what I'm saying? These are all sounding like random names, but these are all people that actually I work with on Living Corporate. Shout-out to Amy, okay? I see you. We have all--as we continue to really build out Living Corporate, folks, there's one name that continues to come up. Like, "Have you talked to this person? Have you talked to this person? Have you talked to this person?" And I'm like, "Yes, I have. Yes, we've made a connection. Yes, we still need to interview. Yes, but I do know who that is," and it is this individual, and this person is a LinkedIn Top Voice. They're an entrepreneur. They're a writer. They're an educator. They're a public speaker. They're a mover. They're a shaker, you know what I'm saying? They're a snatcher of edges, you know what I'm saying? They out here is my point, and this person is Brittani Hunter. Brittani, welcome to the show. How are you doing?Brittani: I'm doing really good. Thanks for having me.Zach: No, no, no. Thank you for actually being on the show. In fact, let me go ahead and just--just a very modest, you know what I'm saying, cheer, just to welcome you, you know what I'm saying? [cheers sfx] Nothing too crazy. Just something to kind of get us started. For those of us who don't know you--I know I kind of gave a little bit, but would you mind telling us a little bit about yourself?Brittani: Yeah. So like you mentioned earlier, I'm an entrepreneur and also a LinkedIn Top Voice. I am also a proud HBCU grad, so if you went to PVAMU, shout-out to you. I am based here in Texas, Dallas to be exact, and I've been in the entrepreneur space for about 3.5 years, but full-time since January of this year. So January of 2019.Zach: Okay, now, wait, you're not gonna shout-out your HBCU?Brittani: I did. You didn't hear me? Prairie View A&M University. So PVAMU. ["ow" sfx]Brittani: [laughs] Yeah. It's the best HBCU in my opinion, so yeah, shout-out to you if you are a PV grad as well. Zach: Shout-out to the HBCUs. It's so funny, 'cause, you know, no one ever goes, "Shout-out to the PWIs!" But, you know, it's cool. Shout-out to education, and definitely shout-out to HBCUs. My dad went to Jackson State, and my mom [was Miss?] Tougaloo back in the day, you know what I'm saying? Yeah, I came from good stock is what I'm trying to say. [jokingly] You're not the only person out here flexing in your complexion, that's all. Okay, so look, today we're talking about using your voice effectively. You talked about being a LinkedIn Top Voice. First of all, what does it mean to be a LinkedIn Top Voice?Brittani: So every year, LinkedIn, they'll select people that currently use the LinkedIn platform--hence the name LinkedIn Top Voice--and what it is is people that they recognize that are making an impact through the platform, and so an impact on the platform through their content. So yeah, to become a LinkedIn Top Voice essentially means that you're recognized as someone who has influence and a heavy impact on the users, on the thousands and millions of users that are on LinkedIn.Zach: Let's talk about you being selected. Like, what did that process look like?Brittani: It was actually a surprise. So I was literally at my old 9-to-5, um, not doing work, checking my personal email on my phone, and I saw that I had an email from one of the editors. And so LinkedIn has several editors that specifically focus on different subjects, and so the editor reached out and was pretty much saying that they love all of my content, that they, you know, on the back end they've been seeing how much engagement and all the high impressions that my content has been getting, whether that was my blog content--'cause, you know, LinkedIn has the publishing platform that you can publish blogs on. So whether it was that or just my normal, you know, short-form or long-form posts, and they were wanting to see if I was interested in being a part of their LinkedIn Top Voice selection. And so it was pretty much--that was really it. They required for me to write a post, so once they released the list of all of the LinkedIn Top Voices in the different categories--and by the way, I was selected in the category for Management and Culture. So yeah, once they released the article with everybody that was selected, they also released a series of articles from each LinkedIn Top Voice that was selected.Zach: That's really, really cool. You know, what's really interesting about what you shared is that, you know, you said you weren't even expecting it. You were just doing what you were doing, and then it just happened, right?Brittani: Yeah. A lot of people think that there is, like, some type of formal application or if you, like, reach out to someone that works at LinkedIn that you can get it, but it doesn't work like that. If you just keep doing what you're doing and just be focused on--and you're just, like, focused on actually putting out great content, then you'll be noticed, and if you're lucky they'll select you as a Top Voice.Zach: You know what? I just--I just think it's really incredible, and like I said from the top, everybody that I talk to, as I've been talking about Living Corporate, they're like, "You know, you really need to talk to--have you talked to anybody from The Mogul Millennial?" And I'm like... but it's just been, like, an ongoing conversation, and, you know, since then, and really frankly to this day, I'm just really excited that we were able to make this connection, you know what I mean? [to this day sfx]Brittani: Yeah. [laughs] I love the soundbites. I love it, I love it. Zach: No, I appreciate. So look, on your platform you share real talk, right? So the latest piece that I personally read was about black leadership at Fortune 500 companies being at its lowest, yet black celebrity partnerships are booming--and it's so interesting because, at the time of this recording, of this podcast, you know, Jay-Z just announced that partnership that he has with the NFL for the social justice movement thing. Anyway, in it you assert that while exploring the direct and subtle implications of that fact, right? So basically you go into it, right? A lot of your pieces do this, where you have, like, this fairly, like, strong initial statement, and then you really go into the nuances and the implications of whatever you stated, right? As black creatives who are focused on content centered around business, I think there's a line we have to decide when we're going to, like, not cross, right? Like, and show how honest or raw that we're being. What has that journey looked like for you specifically and how you've balanced, like, discomforting truths with managing a brand that extends far beyond your family and close friends?Brittani: Yeah. So I think, for me, what I just try to, like, you know, work at towards every day is just, like, living my truth. When you're not living your truth, you know, you're the one that's mostly impacted, and so whether that was--you know, whether that's me right now as an entrepreneur or me back when I was working the traditional 9-to-5 in the workplace, I'm not going to downplay, you know, what I think or try to sugarcoat, like, my thoughts and my feelings because of someone else, and so I think it's important that when we speak on our truths it also empowers other people to do the same. So specifically through Mogul Millennial, I like to have those types of conversations and so that way, you know, the issue at hand isn't ignored or it's not--you know, it's not watered down.Zach: And so how do you feel like that philosophy could be applied to, like, black and brown professionals in their day-to-day jobs and how they use their voice?Brittani: I think, you know--it's funny. So it makes me think about--like, a really quick story. When I was working at one of my last 9-to-5s, it was a predominantly white workplace, and one of my coworkers who was black, she would just, like, literally turn her personality all the way off, even from, like, the foods that she ate.Zach: Wait. Whoa, whoa, whoa. Hold on. Whoa, whoa, whoa. [record scratch sfx] What you mean the food that she ate?Brittani: Yeah! So she wouldn't eat things like chicken in the office or really be, like, really careful on the types of fruit that she would eat.Zach: The types of--oh, so she wouldn't eat, like, a banana is what you're trying to say?Brittani: That, watermelon. You know, like, the traditional, like, things--[haha sfx, both laugh] Yeah, like, you think about, like, black people, and it was weird. So we would have, like, potlucks at work, and if people brought chicken she would say that she was allergic to chicken, but she loved chicken.Zach: She would say that she was allergic to chicken?Brittani: Yeah. It was like, "Girl, why are you doing this? Just be yourself and people will like you for it," you know?Zach: Can we have, like, a real conversation about this though? Okay, so I was talking to my--my wife and I were talking about this. We talk about this often, and Dave Chappelle did a whole stand-up skit about it, but you know how, like, just racist--anti-black racism is so lazy. So it's like, you really think that chicken and watermelon are, like, exclusive to black people? Do you know delicious watermelon is? Do you know how delicious chicken--like, do you know how many cultures enjoy chicken? We all love chicken. Mm-mm-mm-mm-mm. So she would not eat watermelon. She would not eat bananas. Bananas are--you know, they're a lot of sugar, so if you're watching your weight and you're trying to, you know, kind of cut down on your calories, I can understand--Brittani: Yeah, the carbs and everything. Yeah, I get it, but, you know, from that to, you know, purposely not listening to music that she wanted to in her own personal office.Zach: She had a personal office?Brittani: Yeah. It was just crazy. Like, do what you want to do. Like, be yourself. And so she would say all of the time, like, "Well, Brittani, you're gonna listen to this type of music in the office?" Yes. This is my office. You know, I've earned my role. I'm just as qualified as the next person, and I'm not gonna feel uncomfortable at work and not do things that are true to myself, but the person next to me is, just because we're two different skin colors, come from two different backgrounds, and, you know, upbringings. You know, it doesn't mean that they can do something that I can't. And so one of the things that I learned is that, you know, when you're true to yourself, people, they like the real you. They want to know the real you. You don't have to whiten it to be accepted. So yeah, I highly encourage people in the workplace to not, like, you know, whiten or change who they are just to quote-unquote "fit in," because, you know, people can recognize bull**** and they know that it's not the real you anyway.Zach: That's right. Now, look, this is a clean podcast, but, you know, I respect you, you know what I'm saying?Brittani: Oh, I'm sorry.Zach: No, no, that's okay, but when you said it I was like--[Metal Gear Solid surprised sfx]--you know what I'm saying? Like, "Okay, wait." But no, no, you're absolutely right, people can recognize it, and you just want to be yourself, you know? It's interesting. We had a conversation on Season 1. It was, like, our first episode, with Fenorris Pearson, who was--he was, like, an executive with Motorola and Dell, and he talked about the fact that he went on this plane ride, right, with, like, this very senior white executive, and he said, "Look, we can tell when y'all are putting on airs, and, like, it's fake." Like, "We hate that. It's annoying. We can see right through it. It's awkward. It's clearly not authentic," right? Now, I don't want to shame anybody, because we've been classically--we've been conditioned to put on coverings and participate in respectability politics as a means of survival, so I'm not shaming anybody for doing those things, but at the same time--not but, and we also live in a time when, look, you have a voice. Use it and be yourself, right? Like, if you want to listen to Rick Ross, you know what I'm saying, do that. You want to smoke a Black and Mild on your smoke break? Go ahead and do that. Like, nobody's gonna stop you. Like, it's okay. It's all right. Maybe not a Black and Mild. [both laugh] I'm trying to think of the last time I've seen somebody smoke a Black and Mild, like, in a work setting.Brittani: Oh, God. I don't think I've ever seen that. That's funny.Zach: Like a 'rillo. That'd be like, "Ooh, what's going on?" [both laugh] No, no, no, but anyway, let's talk a little bit about Mogul Millennial, right? You've talked about the fact it's been going on for three years. What have you been most proud of so far, and what are you looking forward to most in the next, like, six to twelve months?Brittani: You know, when I think about, like, everything that I've experienced in these three years, the thing that I am mostly proud of was getting out of my [?] and realizing that I literally cannot do everything. At my last job, I was--I've always been in management roles, so I'm used to being, like, head over something, you know?Zach: Hold on a second. So wait, wait, wait. You said you've always been in management roles?Brittani: Yeah.["ow" sfx]Zach: Okay, I got you. Keep going. Brittani: [laughs] Yeah, so when I started, you know, The Mogul Millennial, it was, you know, just, like, a side project in the beginning since I couldn't dedicate all of my time and resources to it, but yeah, once I decided that I was gonna go full-time with it, I knew that, "Okay, well, Brittani, you can't, like, grow this company. You can't, like, really be as profitable as you want to be, and you're doing everything." So you're doing all of the social media. You're writing all of the blog posts. You're the one trying to pitch yourself and your company to different brands and partners, so you can't do it all, or you can but it's not gonna be really worth anything, or it won't be as good as it could be and as impactful as it could be. And so I really didn't want to at the beginning, I decided to put out a post asking for help, and once I did that, like, our traction increased. I felt like the content got better because we just had, you know, more diverse opinions and thoughts from--like, black millennials literally all over the world were contributing, and so I think that's what I've been most proud of, you know, recognizing that I don't know everything, and that's fine, 'cause now I have people that help me out day-to-day that are so much more better at certain things and more knowledgeable on certain topics, and I've learned a lot as well from those people.[straight up sfx]Zach: No, I feel you. Like, it's tough when, you know, you're at a point, you're grinding, and you feel like you're doing everything, right, like, to the point you're just at your wit's end. You're looking at 'em like ["what more do you want from me?" sfx] You know? It's just like, "I can't." Like, "I have to reach out." That's really important. So, you know, you not only used your voice to create your platform, but you used your voice to extend and expand your platform, 'cause you had to actually use your voice to ask for help.Brittani: Mm-hmm, absolutely. So right now--it was crazy, 'cause when I put out the first post--so since I'm... I have the highest, like, influence on LinkedIn, so, you know, I went to what I know I'm good in. So I put a post on LinkedIn, and literally within the first, like, two weeks, we had over 150 people who were like, "I want to write!" And it was so overwhelming. So between--and remember, I was still working at my 9-to-5. So in-between meetings, like, literally as I was going to, like, meetings, either, like on-site at my job or off-site, or during my lunch break, anything--on the way to the restroom, I was having interviews with these people. 'Cause some people, you know, I had to--I wanted to be accommodating as well, 'cause I wanted to help, and so yeah, it's been good. It's been really good.Zach: So what does it look like, right, to continue and build out this platform, and--actually, let me take a step back. What did it look like when you actually left your full-time job? Like, what did that conversation look like?Brittani: So I had actually planned to leave and was really strategic. So I--I think you and I had talked before and I mentioned that I lived in Houston for a short period of time.Zach: For a little bit of time, yeah.Brittani: Yeah. So originally I'm from Dallas, and I went to school at PV, which is by Houston. Went to PV, came back to Dallas, and was working at a university that's, like, north of Dallas in a small--well, not small... well, yeah, small, but it's [?]. So I was working there at UT Dallas and I remember being approached by my boss's boss--well, no, my boss's boss's boss. So, like, three people above me, to work at the property at the University of Houston, and I denied them, like, three or four times, because the pay wasn't right and I was like, "No, you're not gonna pay me [?]," and I have to move and uproot my life, and so eventually we negotiated back and forth. I got the rate that I wanted plus more, and we--and so yeah, I specifically took that role because I knew that I wanted to quit within a year so that way I could work on Mogul Millennial full-time, 'cause we were doing really well with the site, and so--so yeah, I literally only took the promotion--well, it was like a lateral promotion, so it was the same role but different duties. Zach: But you had got that [cha-ching sfx].Brittani: Exactly, exactly. Making extra money, so I took it knowing that, "Okay, well, I can save money even faster and, you know, quit and be way more financially comfortable."Zach: I got you. So you were, like, kind of scheming on the low, but, like, you know, for yourself though.Brittani: Yeah. I mean, they do it all of the time with us, with [?]. So I had no regrets, no shame. [laughs]Zach: Oh, no, no. Hey, I'm not shaming you, I'm just chuckling 'cause, you know, you negotiated that deal and you're in the background, you know, you're shaking his hand and you're talking about ["hehehe" sfx, both laugh]Brittani: Yep. So no, like, I literally stayed, like, long enough as well. So the year was special because, you know, within a year you can really do--if you're dedicated and persistent you can do some really good damage--well, not damage, but some good improvement. Zach: No, you said what you said. It's okay. [both laugh]Brittani: And then also with the relocation fee, you know, that's why it's important that you read everything. I read in the contract for the relocation [?] I was given that you need to stay for a year. So yeah, I left within a year, and then--so it really just looked like, you know, within that time period for me working at the other location in Houston, was to just save and grow my team, and then also focus on, like, upcoming products and plan out different projects that we're gonna actually be releasing this year, so I'm really excited about that, but it was a lot of hard work. So at my last company I was literally working, like, sometimes, like, 60, 70 hours a week, 'cause I worked in a very busy industry, but at the same time, you know, having a team was really helpful, and then I just worked crazy hours on the weekends, on my lunch breaks, before work, things like that.Zach: That's a blessing. It's a blessing to find folks who are, you know, engaged and willing to support, right? You know, I think we probably need to have you back just around, like, the principles of building a team and getting started, because I think a lot of times, and I'll say this for podcasting, podcasting is notorious for people, like, starting off really big with a splash and then being done after, like, 2.5 months, because the load of, like, getting content, researching, producing, it can get, like, tiring over time, so, like, a lot of podcasts don't even last a year, you know what I'm saying? Let alone--Brittani: It's a full-time job.Zach: It's a full-time job, and so, you know, it's tough. So that's incredible. I'm so excited. I'm so thankful that you've been able to be on this, on our platform. Now, look, again, Brittani, you're the first LinkedIn Top Voice that we've had on Living Corporate. How does that make you feel?Brittani: You know what? It makes me feel good, but it won't be the last. I believe in you guys.Zach: Ow! Had to do my own Cardi B "ow," goodness gracious. Thank you so much, I appreciate that. And, you know, I've gotta give you a Flex bomb just because you've been dropping casual just--[Flex bomb sfx] It's just ridiculous. Like, it's just incredible, but, like, I'm just so thankful that you're able to be here. Before we let you go, any parting words or shout-outs?Brittani: Yeah. So of course shout-out to my team. My editorial assistant, Alex, she came up with the name Mogul Mob and I love it, so shout-out--Zach: Oh, The Mogul Mob? Yeah, Mogul Mob be up in that WordPress putting content together like [Cardi B "bratbratbratbrat" sfx] You know what I'm saying? We out here.Brittani: [laughs] Yeah, so shout-out to them. They are all amazing, even--like, in their own individual lives they do so many great things, from being startup entrepreneurs, small business owners, freelancers, et cetera. Corporate bosses. They are just amazing. But the only other thing that I want to also shout-out or mention is that we gonna be launching our own online course platform through Mogul Millennial. It's called Mogul Genius, so look out for that. It will be released to a private group of people in October, but after that we'll be releasing it to the general public, so yeah.Zach: Look at you. Come on, now. Well, first of all, again, you know what, just shout-out to y'all. I've gotta go ahead and drop these air horns right here--[air horns sfx]--for The Mogul Millennial and, you know what, for Brittani Hunter. Thank you so much for being on our show. Y'all, that does it for us on the Living Corporate podcast. Make sure you check us out on Twitter @LivingCorp_Pod, on Instagram @LivingCorporate, and on our website at living-corporate--please say the dash--dot com. Now, look, if you have any questions or any shout-outs you'd like to place on the show, you can contact us through the website or you can email us at livingcorporatepodcast@gmail.com, or you can just DM us 'cause the DMs are wide open. Now, look, you can check us out online if you just Google Living Corporate. We're at all of the domains. Brittani, do you know we have every single Living Corporate variation besides Living Corporate dot com?Brittani: That's a smart way to go. A lot of people don't do that. I'm so glad that you do so somebody [can't?] steal it.Zach: Thank you. So we've got livingcorporate.net, livingcorporate.tv, livingcorporate.org, but we don't have livingcorporate.com because Australia has livingcorporate.com. They've got, like, some apartment renting company out there.Brittani: Oh, my God.Zach: I'm saying, right? Now, look, one day though the brand is gonna be brolic enough we're gonna go and we're gonna get that domain. I just don't know when that's gonna be, but it's gonna happen. I'm speaking it.Brittani: They'll [?] forget to pay their renewal.Zach: They'll mess up. Yeah, real talk. Playas mess up, and they'll mess up too. [both laugh] You know what I'm saying? We've talked about Australia a little bit. I'm really trying to be careful 'cause I don't want to create no international beef, but I very much so do want the domain, so I'm trying to figure out, like, what the best strategy is. Maybe you and I could have a conversation offline about that.Brittani: Yeah, yeah. I could tell you a story about that. Zach: [laughs] All right, y'all. Well, look, this has been Zach Nunn, and you've been listening to Brittani Hunter, CEO and founder of The Mogul Millennial. Until next time. Peace.

Exactly a year and 40 episodes later we say the biggest thanks to the listeners, followers, sharers, millennials in age and heart as well as our support group for helping to make this into one hell of a project!

 This episode is all about the past & future, a huge reflection session supported by some Old Fashioned to celebrate Millennials at Work. 


SEASON FINALEAmmad Amin MBA'19Emma Eberts MBA'19Patrick Stahl MBA'19

Perks perks perks. No matter if it’s a chocolate fountain or paid days for personal projects - perks is a way to direct and set a company culture. So how do you offer the perfect selection of perks to millennials to not waste cash and build the culture you want? And how to be a millennial in the shiny perk-obsessed world? 

 Extra material at the top of the episode might include lots of swearing and a rant about motivational speakers.


Most of us have been at the receiving end of a poorly delivered feedback. And let’s be honest, we’ve all been guilty of not entirely thinking through the feedback we’d give a colleague, manager, a friend.

Relationships might be the no.1 most important thing that keeps organizations running…boom! By definition, we know that building strong relationships at work is important, but in reality - it’s surely easier said than done. It takes real curiosity and a lot of listening to make friends, it might take quite a long time and even some extra push from the management side. And by the way, strong relationships means better health - science!

Money money money. So many songs written, lives crushed and things bought with it. But what kind of role does money play for us? We reveal our salaries to each other and talk about the importance of those bucks in our bank accounts. Salaries might still be a bit of a taboo topic, but hey - we’re doing our best to crush it.

Do you have a mentor, spiritual cousin or a life coach? Maybe you’re like us, with no one really filling that void in our lives. Magazines and Medium posts say we all should get a mentor to excel in our careers, but how easy is it ACTUALLY to get someone spend hours of their life building a mentor-mentee relationship with you? We talk about life-changing job interviews, mentors we need and when to pay for the coffee.

Personal branding is confusing - what’s too much and what’s too little? When are you just filling time with content no one needs and how long does it take to grow an army of ambassadors for your personal brand? Rasmus has a LinkedIn confession to make and Edite tells a story of truly impulsive planning. It’s safe to say - we have our own experiences and we’re sometimes confused about what to think of them. Join us in another reflection and #megatips session this week!

Burnout, stress symptoms and Monday blues - all that and much more can make us hit a wall at work. In this episode we talk about mental health at work - how to know what you need to feel good, some well-proven truths and some less proven theories of yours truly, Edite and Rasmus. Overdelivering, checking your gut feeling, a brain that eats calories and more!

Millennials at Work, but with a grown-up! In other words, we are joined with an author, journalist, and keynote speaker, Alexandra Krautwald. Her latest book “Unge Generationer på Arbejde” (in Danish - "Young Generations At Work”) is so right up our alley we couldn’t resist inviting Alexandra to talk about her findings and mega-tips for millennials at work. The book is for millennials who are entering work life, so we talk about misunderstood generations, jealousy, shit our managers say about us, finding a purpose and much more.

Traveling for work? You might impress a millennial…however, while some of us still romanticize taking a flight to attend very serious meetings, most of us will never get a chance to fly business class. Flying gets rougher by year - longer queues for boarding, worse food and increasing impact on climate change. How cool is traveling by air for business after all?

Happy New Year! Might be a bit belated, but we have a good explanation - summarizing what turned out to be 15+ books that we've read last year is not any small task. We talk about our favorite books read in 2018 as well as some great classics, or the ones we just....could not finish. Business, a bit of fiction, even a bit of self-help. And of course: resolutions for 2019!

Open plan office - the lightswitch for collaboration or a conspiracy that noise cancelling headphone manufacturers created? We talk about the good & the bad about open plan office that happens to be the environment we both spend most of our time at. We also talk about music at work, meeting our dear listeners and get really confused about a name we really SHOULD know...Last episode before the Christmas holidays!

Rasmus is New York and catches up with a family friend, Mia Adorante, for our extra-mini-series about millennials at work all around the world and how their experiences compare to ours. Mia is an American journalist, working as a freelance writer and creative in New York. She and Rasmus discuss American work culture, the necessity of having freedom, passive-aggressive colleagues, and lots more.

This week we talk about the onboarding that has nothing to do with getting on a plane or launching an app on the phone. It’s all about getting on with one’s job in a new company. This episode’s filled with mega-tips and honest reflections by yours truly - two millennials (those being us) who have recently experienced the good and bad of onboarding. What does your onboarding tell about your company culture? Let us speculate. Follow us on Instagram: @mill_atwork

Instead of talking about acquiring some diplomas, we’re discussing the world of NOT going to school. And there are three moments in this episode that’ll go into the history of Millennials At Work: we finally disagree, we finally drink beer and Rasmus finally tries to grow a beard. It’s about time for all of this and it’s about time for us to talk about hacking education like a true millennial!


Meet Michael Parrish DuDell. He wrote both the Shark Tank books, is a pundit for CNN, Fox News and other major news outlets, he consults for incredible companies, and is a keynote speaker. He’s typically hired to talk about the M word - that’s right, Millennials.In this episode, Michael and Traci talk about some of the stereotypes surrounding Millennials. Michael shares his thoughts on how to retain (or not retain) younger employees and some innovative practices for interviews.

While Rasmus is in New York and Edite’s busy moving to Malmö, it’s time for another episode of our INTERNATIONAL series, this time about Japan. We talk with a fellow ex-Hyper Island student, amazing Misaki, about Japanese millennials, work culture and megatips for dealing with burnouts (because you might need them in the land of the rising Sun!)

Being the process-nerds we are, an episode about workshops was inevitable. We try to define them, share our failures as well as megatips, and reasons for NOT doing workshops. It might be a buzzword, but it's one we have lots of feelings about. Follow us on Instagram: @mill_atwork Hosted by Edīte Garjāne and Rasmus Noah Hansen, Millennials at Work is about… exactly that - millennials at work. What we want from a workplace, how to be our boss and everything around being a young professional.

We're back! It might be the darkness and cold that's covered Stockholm that makes us reflect on...not working. What vacation policies do we expect to have, what does our job status have to do with flexible hours and how we shouldn't spend a sabbatical. For sending those DMs we mention so much, follow us on Instagram: @mill_atwork Hosted by Edīte Garjāne and Rasmus Noah Hansen, Millennials at Work is about… exactly that - millennials at work. What we want from a workplace, how to be our boss and everything around being a young professional.

We are millennials and we work. But even so, we cannot talk for all millennials. While we leave the reflection format untouched, we also introduce a parallel extra-format, if you like. Millennials At Work INTERNATIONAL will be irregular interview episodes with millennials from different cultures talking about our generation and work life in their home country. This time - Edite interviews Ričards Križanovskis from employer branding consultancy ERDA and startup UpMatched in Riga, Latvia. We talk Latvian millennials and how are they different from others, what does Ričards tell to Latvian companies who struggle to attract talent and what are some of the crazy perks organizations are ready to provide to our peers. And no worries - Rasmus delivers a top-notch check-in while making soup.

For the first time ever, we have five generations in the workplace at the same time, says entrepreneur Chip Conley. What would happen if we got intentional about how we all work together? In this accessible talk, Conley shows how age diversity makes companies stronger and calls for different generations to mentor each other at work, with wisdom flowing from old to young and young to old alike.

Either it's dog-walking, task-running, mystery shopping or making stacks of logos, gig economy is A THING for millennials. Extra income and experience sounds fine, but is it all nice and shiny? We look at our generation's answer to the unwelcoming job market and non-flexible hours and share our experiences. Like, the time Edīte tried to be posh in a West London clothing store while mystery-shopping and Rasmus used a British guy's voiceover to get into Hyper Island. Follow us on Instagram: @mill_atwork

Two process-nerds walked into a bar...this episode might as well start like that. Process design, facilitation and trusting the process are definitely some of our favorite conversation topics. We talk definitions, reflect on our successes and failures as well as how to get dozens of German middle-aged engineers to play silly games in the name of creativity. Follow us on Instagram: @mill_atwork Hosted by Edīte Garjāne and Rasmus Noah Hansen, Millennials at Work is about… exactly that - millennials at work. What we want from a workplace, how to be our boss and everything around being a young professional.

We all have habits we want to pick up and the ones we wish to kick. Although being an Instagram-friendly-habit superhuman can be destructive, more people and increasingly millennials, are giving in to the idea of hacking our lives. We talk our own good & bad habits, things to start doing at work and mention way too many apps. Follow us on Instagram: @mill_atwork *Hosted by Edīte Garjāne and Rasmus Noah Hansen, Millennials at Work is about… exactly that - millennials at work. What we want from a workplace, how to be our boss and everything around being a young professional.*

Don’t you just hate when people don’t understand what your “Chief sourcing ninja” or “Creative technologist” job title mean? WE KNOW. Jokes aside, we have a thing or two to say about the jungle of titles and sure thing we didn’t spare them! 

We rant about vegan conferences (obviously. not connected to the topic…), agree that “digital” needs to be the unwritten norm, Rasmus educates us all about holocracy and we rate the cringe-level of Edite’s LinkedIn tagline. 

 For those, looking for the show notes: the very polite way of calling a “trashman” or a garbage collector in Swedish is “renhеllningstekniker” which doesn’t really translate in the same way as portrayed in the episode, but still makes a good story. Your welcome! Follow us on Instagram: @mill_atwork

In this episode, we paint a picture of sweaty palms, stressed looks, awkward silences and possibly, even name tags. You know it. It’s the art (or dance, according to Rasmus) of networking. Why is networking causing such a headache to so many and how to be more at ease with talking to prospective friends? We also have the longest check-in ever with stories all about crying!


Job seeking can be painless, ego-boosting or most probably - can easily leave one rehabilitating from heavy imposters syndrome. We try something new and reflect on questions around when is one a talent, how to satisfy the need for impactful work and most importantly - how to decide on a role to take on?

We all have our very own filter bubbles, but how original are they and do we share one with the people we work with? And what happens when you can't find the way out of it anymore? In this episode of Millennials at Work, Rasmus doesn't get out from the Youtube gamers' world and Edite - from Instagram influencer moms. We share our own filter bubble-popping and creating practices and tips on how to not end up saying "what everyone thinks is..."

In this episode, we talk about the art and need for side projects, side hustles or as we like to call them - personal projects. They're close to our hearts and we're keen to share our own favorites and finally bring back some heavy duty tips for when it comes to putting time into a hustle that benefits yourself and your career.

It's the tenth episode! And we talk about a topic that millennials might be the most known for - authority (and challenging it). Our takes on the matter, good and dysfunctioning authority examples and how to question managers without becoming one of the "annoying millennials". How rebellious are millennials really?

Office apparel, workwear, work attire...whatever you call it, what we wear to work can become a hot mess or at least a hot topic for discussion. Especially if you're a millennial who's "breaking the rules". This week we talk power outfits, traditions, and scientific (!) studies all about the work outfits.

Work, same as relationships, makes a big part of our lives. What happens when the career crosses ways with love or attraction? We might not have the most experience in workplace romance, but as always - we have opinions. Even about the fling you've been desperately trying to hide from your colleagues.

This week, as an exciting complement to episode 2: Millennials versus Gen X, I’m speaking to Millennial Jeremy Boudinet about Millennials in the workplace.The most beneficial thing Jeremy said was to get a mentor. I enthusiastically back this up because mentors have a vested, personal interest in you reaching your goals. No one finds success and happiness alone, despite what a lot of arrogant musicians tend to preach in their songs. Who you surround yourself with matters almost as much as how you feel about yourself.Often times, finding a mentor is as simple as just asking for one. If there’s someone you admire or someone who’s in a role you aspire to, ask them for feedback on things or if they have any advice. I have a friend from Italy told me she straight up asks, “I’m looking for a mentor. Are you interested?”Now, for some of us, that’s easier said than done. Or, maybe you don’t work in an environment you feel comfortable asking. Maybe you just don’t like your job. Better yet, maybe you’re looking for a well-rounded mentoring experience and want someone a little more removed from the situation.Because I believe mentoring is so important, I’ve decided to be in action about this and start a mentoring program for SAM Fam members. If you remember, last week I introduced the SAM Fam, which is a way you as a listener can support the show and help shape its content by becoming a patron.As a new perk, the first 50 patrons who are interested will join a private mentoring group with me. You’ll get access to virtual professional coaching and training from me on a weekly basis, as well as peer interactions to support your growth and goals. Even better, my personal mentor and member of the Forbes Coaches Council and one of CV Magazine’s top 50 coaches, Alexsys Thompson, is offering a free 45-minute coaching call with her to one patron every month. Her time is easily worth $500/hour, so this is a wonderful gift I’m honored and grateful to be able to offer. Thanks, Alexsys!To join the mentoring program, visit patreon.com/sampod. Patronage starts at $1/month and gives you access to a ton of perks on top of the mentorship opportunity. So now, you have no excuse for not having a mentor. Join the SAM Fam now: patreon.com/sampod.

Guest: Joey Price, CEO of Jumpstart:HR Have you taken the right steps to connect with – and retain – your millennial workforce? In this episode of HR Break Room, Joey Price, CEO of Jumpstart:HR, joins host Caleb Masters from the SHRM18 exposition floor to discuss: what this generation wants from work and how organizations can recognize those needs the role of workforce identity in engaging millennials how HR technology can help engage employees and make HR more strategic Learn more about how to engage your millennial workforce by reading our What Employees Want: Overlooked Insights in Employee Engagement white paper.

Hyper Island is a global network, a consultancy and an educational institution for what it's widely known for. Why do Hyper Island students are sought out while the program contents are in big parts a mystery? Brought to you by two alumni, of course.

As if being the most educated generation isn't enough, many of us have found ourselves in an internship during these education programmes. Our friends chip in to tell of their experiences and we question the whole internship system that's so beloved by most companies.

Work – we do it all our lives. From landing our very first job, to transitioning in and out of the workforce to raise children, to completely reinventing ourselves past 50, we cover it in this episode with career expert Mac Prichard. We talk about productive ways to interview and network and how to access the hidden job market. And finally, Mac shares his own why in doing the work he does and his purpose in owning two B-Corp companies that use the power of markets to solve social and economic problems. In thanks to listeners hearing this podcast, he gifts you a free chapter to his latest book at macslist.org/workingonpurpose

Work – we do it all our lives. From landing our very first job, to transitioning in and out of the workforce to raise children, to completely reinventing ourselves past 50, we cover it in this episode with career expert Mac Prichard. We talk about productive ways to interview and network and how to access the hidden job market. And finally, Mac shares his own why in doing the work he does and his purpose in owning two B-Corp companies that use the power of markets to solve social and economic problems. In thanks to listeners hearing this podcast, he gifts you a free chapter to his latest book at macslist.org/workingonpurpose

Work – we do it all our lives. From landing our very first job, to transitioning in and out of the workforce to raise children, to completely reinventing ourselves past 50, we cover it in this episode with career expert Mac Prichard. We talk about productive ways to interview and network and how to access the hidden job market. And finally, Mac shares his own why in doing the work he does and his purpose in owning two B-Corp companies that use the power of markets to solve social and economic problems. In thanks to listeners hearing this podcast, he gifts you a free chapter to his latest book at macslist.org/workingonpurpose

People say we want to change the world. It may be so, but what if we want to start with our workplaces? A tip-heavy episode tells (almost) all about it.

Is it fair to expect everyone to constantly develop at work? We try to find the answer and get tangled in between all different types of self-development. No surprise it's such a hot topic.

“They’re thrust in the real world and in an instant they find out they’re not special, their mums can’t get them a promotion, that you get nothing for coming in last - and by the way, you can’t just have it because you want it.” -Simon SinekThis season is all about taking responsibility for your power. And, I think a discussion about power dynamics and millennials is incomplete without looking at the struggles we seem to have with other generations. If you ask Google, they’ll tell you the problem with millennials is: “They’re so lazy and entitled!”“They expect too much attention.” “None of them think the rules apply to them.” While these blanket statements lack context and nuance, it’s the frustration beneath them I want to discuss. Because let’s be honest—no one complains about something that doesn’t feel threatening, and if something is threatening, it holds some power. In this case, that means millennials have power. What exactly that power is and how millennials can positively tap into it is what we’re discussing today with Meagan Johnson.

Millennials, the generation whose members are between the ages of 16 and 38, make up the largest percentage of the population. By 2020, researchers say almost half of all US workers will be Millennials. And while there’s no doubt Millennials are here and their impact continues to grow, many organizations and companies struggle to attract and retain members of the generation. One organization that has it figured out is ADP, the Fortune 500 company that offers human capital management services, payroll services, HR software, and tax & compliant services for businesses around the world. Dianne Greene is Division Vice President and General Manager of ADP in Norfolk, Virginia. Seventy percent of her employees are Millennials. Greene joins us today to discuss the little things and the big things ADP does to attract and retain high-quality Millennial talent. Learn how the William and Mary Center for Corporate Education can help you and your organization develop your top talent through customized executive education and professional development programs. Visit us at www.wmleadership.com. Thank you for listening.

Learn how you can do a better job at recruiting, on boarding, and inspiring Millennials at work. Get some strategies and tactics to meet staffing and recruiting challenges, and what you can do to improve your employee orientation and training. This show is broadcast live on Wednesday's 4PM ET on W4WN Radio – The Women 4 Women Network (www.w4wn.com) part of Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

CJ interviews Dr. Chip Espinoza who is the co-author of Millennials@Work: The 7 Skills Every Twenty-Something Needs to Overcome Roadblocks and Achieve Greatness At Work and Managing the Millennials. What Millennials and their managers just don’t understand about each other? What are the seven most important skills Millennials can practice at work? Why is building a relationship with your manager the key to getting promoted? http://www.fireitupwithcj.com/millennialswork-and-their-bosses/This show is broadcast live on Wednesday's 4PM ET on W4WN Radio – The Women 4 Women Network (www.w4wn.com) part of Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

In this episode of The Quarter Life Comeback podcast, I chat to Caroline Beaton about the psychology of millennials at work and how she became her own boss at 24. The post QLC 017: The Psychology of Millennials at Work with Caroline Beaton appeared first on Bryan Teare.

Dr. Michelli discusses a recent Gallup study about Millennials...

Themen: − Dienstwagen: Keine Anwendung der 1 %-Regelung bei Fahrten zwischen Wohnung und Arbeitsstätte − Vorsteuervergütungsverfahren: Fotokopien sind zum Nachweis ungeeignet − Neue PwC-Studie: Millennials at work http://www.pwc.de/de/prozessoptimierung/millennials-at-work-die-neue-generation-von-mitarbeitern.jhtml Weitere Informationen finden Sie unter: http://blogs.pwc.de/steuern-und-recht/