Skip to main content

Millennial Myth: “It’s Not Disloyal: It’s Seeking Purpose”

You will notice today that Millennials are concerned with things other than paychecks. Money is still important, and they enjoy making it. However, they also want to be part of something bigger than themselves. Their job doesn’t define them as much as it did for many Boomers. Millennials want to have a balanced life. They want to be happy both at home and on the job – so the money is secondary in a way.

In seeking this purpose, they don’t feel tied to one company. This is why you need to give them an incentive to stay and keep them inspire  . Giving your millennial employees a purpose will help them visualize a future with your company

Other workers may even look at this bad reputation of being job-hoppers as being disloyal. However, in the modern, fast-paced business environment, loyalty functions differently than it did before. In the past decades, people usually worked at one job for their entire 30- or 40-year career. That world has changed, and it looks like the best reasons for employee loyalty went away with it.

Seeking Purpose in a Job

A high-performing manager or individual is someone who can demonstrate a balance between their expertise and the ability to take in new, alternate ways of thinking. The loyalty that comes from a sense of devotion, duty, or strong feelings of support for an individual, family, cause, faith, or larger group is arbitrary, so organizations have to earn it. Job loyalty may look like a thing of the past, especially since workers suffered during the Great Recession when many organizations eliminated jobs and ruined their relationship with their workforce.

While we all have to make a living in order to survive, millennials and gen Z are more willing to experiment with how they earn that living.

Today, many companies don’t “give people a reason”  to be loyal, so the millennial habit of moving from job to job is a form of self-preservation. With their homes, families, and established roots, older employees can’t change jobs as easily. Younger employees have fewer commitments and ties and can more confidently negotiate transitions.

Today more than ever, young people are starting to realize that they create their own future. It’s not simply something that happens to them.

Also, many millennials have a strong sense of social conscience. They don’t want to work at companies that treated previous generations poorly. They want to work with companies that encourage employees and make contributions to society, the world, and the environment. If a company doesn’t measure up to their high standards, many millennials will move to a company that does. When you see a millennial, consider their behavior, not as a changeable generational trait but a sign of what’s current and what is coming.

In order to adapt your company to be of more service, you need to:

  • Show how your firm makes the world a more sustainable, better place.
  • Present your company’s positive contributions.
  • Enable your workers to get involved in positive initiatives with company sponsors.

Discover the best way to adapt your organization to the younger workforce, consistently connect with your leadership team, and predictably turn them into highly engaged employees. Call me for some complimentary advice. Book an appointment at or call me at +1 (604) 943-0800.

Leave a Reply

For security, use of Google's reCAPTCHA service is required which is subject to the Google Privacy Policy and Terms of Use.


Inscape Consulting Group
Greg Nichvalodoff, BSc. BM (Honors), MBA, PCC, CMC
Office: 604.943.0800
Mobile: 604.831.4734