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It’s graduation time and once again we say, “Stand back all bosses!” A new 1)breed of American worker is attacking everything you hold 2)sacred: from giving orders, to your 3)starched white shirt and tie. They’re called “Millennials.” There are about 80 million of them, born between 1980 and 1995, and they’re rapidly taking over from the Baby Boomers who are now pushing 60.
The workplace has become a 4)psychological battlefield and the Millennials have the upper hand.
Just ask Marian Salzman, an ad agency executive who has been managing and tracking millennials since they entered the workforce. Salzman says today’s manager must be half 5)shrink and half diplomat.
Salzman: You do have to speak to them a little bit like a 6)therapist on television might speak to a patient. You can’t be harsh. You cannot tell them you’re disappointed in them.
Mary Crane, who once whipped up 7)soufflés for the White House, now offers 8)crash courses for millennials.
Journalist: To what extent are you having to tell the boomers, the bosses, the 50-to-60-year-olds, “The people who got to change are you guys, not them?”
Crane: The boomers do need to hear the message, that they’re gonna have to start focusing more on coaching rather than bossing. If this generation in particular, you just tell them, “You got to do this. You got to do this. You got to do this.” They truly will walk. And every major law firm, every major company knows, this is the future.
A future of sweet talking bosses. If this generation knows anything, it’s that there are more jobs than young people to fill them.
Today more than half of college seniors move home after graduation. It’s a safety net that allows many kids to quickly opt out of a job they don’t like.
Jason Dorsey and Ryan Healy both make a living advising their fellow 20 some-things on how to cope with work. And while he admits his mother picked out his suit for this interview, his generation is not going to make the same mistakes their parents made.
Dorsey: We’re not going to settle. Because we saw our parents settle. And we have options. That we can keep hopping jobs. No longer is it bad to have four jobs on your resume in a year. Whereas for our parents or even Gen X, that was terrible. But that’s the new reality for us. And we’re going to keep adapting and switching and trying new things until we figure out what it is.
And figuring it out takes time. Sociologists tell us most Americans believe adulthood begins at 26 or older and that having witnessed so many sacrifices by their parents to achieve middle class security has had a huge impact.
Dorsey: I remember my dad getting laid off and all these things growing up. And that’s ’cause they sacrificed for the company. Well, the first 9)knee-jerk reaction from me is I sure don’t want to do that. I’m going to be in it for me and I’m going to make it work.
For all the complaining, Dorsey and Healy believe their generation will transform the office into a much more efficient, flexible and yes, nicer place to be. But until then, a message to bosses everywhere: just don’t forget the praise.
又到了毕业时节，我们要再一次说“老板们，靠后站去”！新一代的美国劳工就要挑战你所有的神圣教条——从唯命是从到你身上笔挺的白衬衣和领带。他们被称为“千禧世代”，大概有八千万人，出生于1980年到1995年之间，他们正迅速接替现今奔60的婴儿潮世代。
如今的职场已经变成了心理战场，而千禧世代则占了上风。
尽管问一下玛莉安·苏兹曼，她是一家广告公司的管理人员，她从千禧世代初入职场就一直对其进行管理和跟踪。苏兹曼说，今天的管理人员必须是半个心理医生，半个外交家。
苏兹曼：你跟他们说话得有点像电视上跟病人说话的医生那样。你不能太严厉。你不能跟他们说你对他们很失望。
玛丽·克雷恩以前为白宫做蛋奶酥，现在为千禧世代提供速成课程。
记者：你得怎么跟50到60岁婴儿潮世代的老板们说：“要改变的是你们这帮人，而不是他们” ？
克雷恩：婴儿潮世代确实需要听听这个信息：他们得开始把重点多放在指导而非指挥上。特别是我们谈及的这代人，你如果只会跟他们说：“你得做这个。你得做这个。你得做这个。”他们真的会走人的。如今各所大律师事务所，各家大公司都明白，这就是未来。
一个老板们说话都必须和和气气的未来。要是说这代年轻人明白些什么道理，那就是外面适合他们的工作比年轻人还多。
今天，超过一半的大学毕业生都搬回家里住。那是张安全网，使得许多孩子频频换掉不喜欢的工作。
贾森·多西和赖安·希利都以指导二十多岁的同龄人如何与工作打交道为职业。他（多西）一边承认做采访时穿的衣服是妈妈替他挑选的，一边说他这一代不希望重蹈父辈的覆辙。
多西：我们不打算稳定下来。因为我们看到了父母稳定的生活。我们有选择的机会。我们可以不断跳槽。简历上写着一年干了四份工作不再是坏事。而这对于我们父母那一代，或者甚至说是X世代，是很糟糕的事。但对我们来说，那却是新的现实。我们打算不断地调整和转换，尝试新的东西直至我们弄明白那是什么。
而弄个明白需要时间。社会学家说，大多数美国人认为成年期始于26岁或以上，而对此造成重大影响的因素是他们见证了父母亲为了获得中产阶级的安定生活作出了极大的牺牲。
多西：我记得在我成长的这些年里我爸爸下岗等诸如此类的事。那是因为他们为公司作出了牺牲。嗯，我的第一反应是，我一定不要这么干。我不要这种情况出现在我身上，我要成功。
尽管抱怨连连，但多西和希利相信他们这一代会将办公室变成一个更为高效、更有弹性，当然，也更漂亮的地方。但在此之前，留给老板们一条信息：别忘了要赞扬。
The workplace has become a 4)psychological battlefield and the Millennials have the upper hand.
Just ask Marian Salzman, an ad agency executive who has been managing and tracking millennials since they entered the workforce. Salzman says today’s manager must be half 5)shrink and half diplomat.
Salzman: You do have to speak to them a little bit like a 6)therapist on television might speak to a patient. You can’t be harsh. You cannot tell them you’re disappointed in them.
Mary Crane, who once whipped up 7)soufflés for the White House, now offers 8)crash courses for millennials.
Journalist: To what extent are you having to tell the boomers, the bosses, the 50-to-60-year-olds, “The people who got to change are you guys, not them?”
Crane: The boomers do need to hear the message, that they’re gonna have to start focusing more on coaching rather than bossing. If this generation in particular, you just tell them, “You got to do this. You got to do this. You got to do this.” They truly will walk. And every major law firm, every major company knows, this is the future.
A future of sweet talking bosses. If this generation knows anything, it’s that there are more jobs than young people to fill them.
Today more than half of college seniors move home after graduation. It’s a safety net that allows many kids to quickly opt out of a job they don’t like.
Jason Dorsey and Ryan Healy both make a living advising their fellow 20 some-things on how to cope with work. And while he admits his mother picked out his suit for this interview, his generation is not going to make the same mistakes their parents made.
Dorsey: We’re not going to settle. Because we saw our parents settle. And we have options. That we can keep hopping jobs. No longer is it bad to have four jobs on your resume in a year. Whereas for our parents or even Gen X, that was terrible. But that’s the new reality for us. And we’re going to keep adapting and switching and trying new things until we figure out what it is.
And figuring it out takes time. Sociologists tell us most Americans believe adulthood begins at 26 or older and that having witnessed so many sacrifices by their parents to achieve middle class security has had a huge impact.
Dorsey: I remember my dad getting laid off and all these things growing up. And that’s ’cause they sacrificed for the company. Well, the first 9)knee-jerk reaction from me is I sure don’t want to do that. I’m going to be in it for me and I’m going to make it work.
For all the complaining, Dorsey and Healy believe their generation will transform the office into a much more efficient, flexible and yes, nicer place to be. But until then, a message to bosses everywhere: just don’t forget the praise.
又到了毕业时节，我们要再一次说“老板们，靠后站去”！新一代的美国劳工就要挑战你所有的神圣教条——从唯命是从到你身上笔挺的白衬衣和领带。他们被称为“千禧世代”，大概有八千万人，出生于1980年到1995年之间，他们正迅速接替现今奔60的婴儿潮世代。
如今的职场已经变成了心理战场，而千禧世代则占了上风。
尽管问一下玛莉安·苏兹曼，她是一家广告公司的管理人员，她从千禧世代初入职场就一直对其进行管理和跟踪。苏兹曼说，今天的管理人员必须是半个心理医生，半个外交家。
苏兹曼：你跟他们说话得有点像电视上跟病人说话的医生那样。你不能太严厉。你不能跟他们说你对他们很失望。
玛丽·克雷恩以前为白宫做蛋奶酥，现在为千禧世代提供速成课程。
记者：你得怎么跟50到60岁婴儿潮世代的老板们说：“要改变的是你们这帮人，而不是他们” ？
克雷恩：婴儿潮世代确实需要听听这个信息：他们得开始把重点多放在指导而非指挥上。特别是我们谈及的这代人，你如果只会跟他们说：“你得做这个。你得做这个。你得做这个。”他们真的会走人的。如今各所大律师事务所，各家大公司都明白，这就是未来。
一个老板们说话都必须和和气气的未来。要是说这代年轻人明白些什么道理，那就是外面适合他们的工作比年轻人还多。
今天，超过一半的大学毕业生都搬回家里住。那是张安全网，使得许多孩子频频换掉不喜欢的工作。
贾森·多西和赖安·希利都以指导二十多岁的同龄人如何与工作打交道为职业。他（多西）一边承认做采访时穿的衣服是妈妈替他挑选的，一边说他这一代不希望重蹈父辈的覆辙。
多西：我们不打算稳定下来。因为我们看到了父母稳定的生活。我们有选择的机会。我们可以不断跳槽。简历上写着一年干了四份工作不再是坏事。而这对于我们父母那一代，或者甚至说是X世代，是很糟糕的事。但对我们来说，那却是新的现实。我们打算不断地调整和转换，尝试新的东西直至我们弄明白那是什么。
而弄个明白需要时间。社会学家说，大多数美国人认为成年期始于26岁或以上，而对此造成重大影响的因素是他们见证了父母亲为了获得中产阶级的安定生活作出了极大的牺牲。
多西：我记得在我成长的这些年里我爸爸下岗等诸如此类的事。那是因为他们为公司作出了牺牲。嗯，我的第一反应是，我一定不要这么干。我不要这种情况出现在我身上，我要成功。
尽管抱怨连连，但多西和希利相信他们这一代会将办公室变成一个更为高效、更有弹性，当然，也更漂亮的地方。但在此之前，留给老板们一条信息：别忘了要赞扬。