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Millennial Myths: “It’s Not Authority Issues; It’s Respect Redefined”

Bosses used to automatically expect their workers to respect them. This was the old command-and-control management style. However, now, just as businesses must earn employees’ loyalty, managers must earn their respect. They have to be positive role models who make significant contributions.

Millennials have no problem with asking for proof that their managers deserve respect. Many older managers believe their “show me” attitude shows disrespect, but millennials do respect bosses who are transparent and capable. They also look for leaders who make a difference.

To earn that respect, try to:

  • Break down internal silos
  • Speak honestly and openly to all employees
  • Train managers to become their employees’ partners.
  • Encourage staff members to respect each other’s skills and capabilities

Millennials often bring enlightenment to work. They look for employers with flexible locations and hours, a focus on goals, an entrepreneurial culture, a diverse, democratic office environment, and socially responsible corporate leadership.

Most Common Millennial Myths

Millennials suffer from a reputation of being entitled, narcissistic, and lazy, which comes from the perceptions of social media. However, they want to be as productive as possible. Millennials are entrepreneurial and try to attain their full potential. Still, they may see loyalty as a two-way street. And they know that some businesses may not live up to that. They only give respect to managers who deserve it. So be aware that older workers’ negative attitudes about millennials can cost you.

Some older employees may see millennials as lazy job-hoppers – that is, disloyal, disrespectful, and immature newbies who need their hands held all the time. If you want evidence, search online, and you’ll find more than one million results that link the terms entitled and lazy to millennials.

Businesses that are profit-focused have lost their way when it comes to earning the

loyalty staff members gave them in the past. Millennials represent a more diverse group in ethnicity, gender, and income background than baby boomers or gen Xers. Clearly, making general negative statements about a whole generation doesn’t work. Not all millennials

expect rewards just for showing up. Such negative opinions about millennials can harm workplace harmony. These stereotypes make older employees worry about how they can manage millennials. More experienced staff members want millennials to adjust to “how they have always done things,” but millennials expect new approaches.

Unlike previous generations, millennials grew up with computers, digital technology, and the internet. They come from the digital world and show the impact of technology in society.

Harnessing the potential of contemporary talent is vital for survival in today’s hyper-connected, global, digital society.

Misjudgments are a real problem. This is not only true for millennials who, just like everyone else, want to be accepted for who they are and judged fairly, but also for other employees who suffer because of false impressions. Every staff member needs accurate information about millennials because the work they do today is a preview of how they will shape the future.

Discover the best way to help your millennial employees feel more welcome, 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.


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