Who are the Millennials?

What comes to mind when you hear the word “millennials”?

Our HR Associate Joy, did some research and also interviewed people at Altitude Games who fit within the age range (the term is used for people born from 1980 to 1996) to make a profile of the millennial at the workplace. We found that there are subgroups that exist within the group, with differentiating factors such as experience, interests, and outlook.

Here’s what we found out:

 

Older Millennials (1980 – 1985)

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“As an older millennial, I have a more serious take where my life is going from the things I learned, when I was younger. I grew up at a time when internet is not such a big deal in people’s lives. I already know what to do and what not to do.” – Chester Ocampo, 34

“I work better with minimal supervision, I already know what I need to do as long as I have the proper tools and guidelines. I look for stability. I’m the kind of person that has the tendency to be loyal to the company. I don’t mind staying for years and I don’t get bored easily”. – Des de San Andres, 35

Older millennials are focused on stability. This subgroup already have their own families or are planning to settle down. They take on the bulk of work in the company, and hold more senior or leadership roles. They know exactly what they want and what they don’t like.

They are the bridge between the previous and current generations, as they’re equipped with technological skills but also know the limitations of technology (especially when it comes to managing people). They care about compensation for practical reasons (family, stability, etc.).

 

Middle Millennials (1986 – 1990)

“I have to love what I do. I prefer a job that can pay the bills and gives me chance to grow at the same time.” – Kerin Kokkhour, 30

“Passion is important in the workplace because you don’t have to motivate people to go to work. It’s fun to work in a place where you know that people are competent. There are no frustrations talking to your co-workers”. – Sky Dy, 26

Compared to their younger counterparts, middle millennials are done “exploring” and lean more towards stability. They’ve started preparing for the future and other practical matters. They want to be productive and they care about the way they work and where/how they operate within the workplace. The people they work with and environment the work at are important to them.

 

Younger Millennials (1991- 1996)

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“We can afford what we want now because there are more possibilities. The concept of having dreams and pursuing what you want was a struggle before. The previous generation can’t afford what I have now because they have to work to live. Millennials can afford a quarter life crisis, it is privilege now.” – Deanna Que, 24

“ We want to be fulfilled in what we do, money is not the top priority and the work that we do is what really fulfills us.”- Darrell Uy, 25

This subgroup is all about exploration. They are aware that they have the luxury of time to achieve their dreams. They’re more inclined to engage in multiple activities at once; they are eager to learn and look for more opportunities to grow. Compensation is not as important to them when compared to pursuing their passion.

 

Similarities

Research shows that millennials are uncomfortable with “rigid corporate structures and turned off by information silos”; and our interviews support that. Across all groups, everyone preferred flexibility (especially in work schedule), without entirely disregarding structure or process. They also want to feel that their work is worthwhile and their efforts are recognized; they would leave a job if they feel they are no longer needed or appreciated. Millennials across age groups are all self-aware, and continually look for opportunities to grow.

In our next blog post, we will talk about Millennials in the workplace and how Altitude Games caters to its millennial workforce.

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Posted in Blog, Virtual Office.