Positive Employee Relations with Millennials

Millennials are influencing the organization with their individualistic traits. They have a positive self-esteem and assertiveness. They also have negative narcissism. For millennials, these increased self-esteem and assertiveness support their belief in the right of individuals to succeed and contribute in the workplace regardless of their background (e.g., the number of years they have spent performing a certain job) and in their right to be treated as an individual entity on the job and not as a part of a larger group. Nevertheless, these characteristics might also be the reason behind their quick exasperation and lack of determination. When independence begins to influence the degree of an individual's narcissistic traits, this could lead the individual to feel entitled, thus fueling their incessant need to gain instant recognition and attention.

Millennials are also risk averse and as such have difficulty dealing with ambiguity and nuance; they often require a clear path to success with clearly defined rubrics and well-defined expectations and constant feedback from their supervisors. There are several factors that influence millennials on the job, which in turn drive millennials to influence the organization. Such factors could be the social identities of the employees, which affect the organization in different ways depending on the way individuals understand and comprehend these identities.

Millennials and older generation of workers have differences in values which is affecting millennials' acceptance. When millennials communicate and act according to their backgrounds and values, others' assessments of them may reflect expectancy violations. Only when the new member is deemed valuable to the workgroup and organization do others reciprocate the relationship with commitment. Coworkers begin to ask for the new member's opinions, delegate significant tasks to the new member, and develop meaningful working relationships with the new member.

Senior workers' believe that millennial newcomers should have to "pay their dues" as they did when they were young workers.

But boomers are different than millennials; the table shows the difference between those generations (Table 2).