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    Employers, Millennials

    Why Don’t We Trust Millennials? Low Trust in the Job Market

    November 11, 20190
    By Julia Ivy

    November 11, 2019

     

    In my strategy research, I investigated strategies for navigating low-trust vs. high-trust environments. Why is there such low-trust in Millennials?

    I learned that when we claim this or that environment as “toxic” or “low-trust,” it’s actually not correct. The same environment might be defined as low-trust and high-trust for different groups: it might be low-trust for one group of people (say, for people of a specific age, profession, gender, or origin group), but fine for others (say, of another age or gender group).

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    Educators, Millennials, Universities

    Millennials Education and Employment: What do Millennials Seek the Most from Colleges?

    November 11, 20190

    Millennials Education and Employment has long been a concern for the said generation. While some colleges offer great degree programs, they are not much successful in identifying the “core” of the future professionals.

    There is a problem here. Historical data concerning educational levels among people 25 to 29 years of age shows Millennials to be the most educated generation, with 40% holding advanced degrees in 2016 compared to 32% of Generation Xers in 2000, 26% of Boomers in 1985, and 16% of Silents in 1964 (Pew Research Center, 2017).

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    Edge-crafters, Millennials, Veterans

    Job Candidates: Role of Community Engagement in High-Trust Environment Building

    October 21, 20190

    Differential generation employees, Millennials Job candidates for instance, often suffer from low-self esteem due to a low-trust environment. Community engagement may be a possible solution to curb this issue and others.

     

    As we discussed in another post on my blog, way too often, people from a different generation (say, Millennials) find themselves in a low-trust environment, where they feel invisible and disconnected, and where their value is perceived as depreciated due to their background (gender, age, previous experience. etc.). This is especially true for established industries that are run by older, “classical,” rules. Academia, banking, construction, and healthcare are just a few examples. If you are in such a context, you need mechanisms of selectivity and verification for choosing the right social capital strategy for navigating such a context.

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