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Millennials Have a Case of Job A.D.D.

These days, it’s not uncommon to have worked for three different companies by age 25. Whether this is due to professional identity crises, unrelenting wanderlust or the “YOLO” life philosophy, millennials have become the poster children for career indecision.

Although millennials make up a large share of the workforce, 20- to 24-year-olds only stay at a job for an average of 16 months. Compare that to a median tenure of 5.5 years for workers aged 25 years and older, and you’ve painted a pretty unreliable picture.

Employers aren’t quite sure how to handle our flakiness. “The rising number of young workers has some companies worried about keeping them on board. Other businesses are embracing flux in the talent market, and say they are focused on getting the most from young hires while they have them,” reports the Wall Street Journal’s Lindsay Gellman.

In Search of Mentorship

Many have turned to the experts for guidance. Caroline Ghosn, founder and Chief Executive of career development network Levo League, consults a variety of companies on retaining young employees.

Ms. Ghosn suggests hosting “mentorship mixers” to forge connections between entry-level and senior employees. “A lack of close ties at work, via networks or a social group, frequently causes young people to leave,” Ghosn commented in an interview with the Wall Street Journal.

Some companies have tried to coax millennials via the Human Resources department. Both Coca-Cola Co. and Visa Inc. have recently instated a more lax dress code to integrate young employees into their marketing and workplace policies. Others have tried to capitalize on millennials’ case of wanderlust. Consulting firm Ernst & Young has employed a spin-off “Study Abroad” program designed to send employees overseas for a few months at a time. (Our advice: don’t study abroad in college—get a job and have your company pay for it #PersonalFinance.)

Other companies are saying, “get over yourselves.” LinkedIn, for example, keeps the doors of communication wide open. “Managers often segment an employee’s career into ‘tours of duty’ that last a couple of years. The employee and manager agree on specific goals to be met during that period. At the end of a given tour, both parties understand that the employee might leave,” explains the Wall Street Journal.

Our Take

As fellow pioneers of the “side hustle,” we understand your desire for control over your professional life. But, switching jobs out of boredom or in search of a fun workplace culture is damaging to your reputation. Seniority still speaks volumes, and a flighty resume is a red flag to a lot of hiring managers. Look at it from their perspective: why would they spend the time and money to onboard you, only to have you quit six months later? Your resume tells a story.

If you are going to job hop, we suggest doing so only to follow a specific professional trajectory. If an opportunity comes along that’s more suited to your skill set or is a sensical stepping stone to your dream job, take the plunge. Otherwise, try to gain some footing at a respectful company after graduating.

Are you a serial job hopper? What’s your perspective? Let us know in the comments below or catch up with us on Facebook.

3 Comments

3 Comments

  1. Dan

    May 7, 2015 at 7:09 am

    Back in the ’80s, companies began reducing and increasing their workforces on a whim. Consequently, worker loyalty went out the window and today’s kids have been taught that it’s ” just a job” by their parents (and rightfully so). So you employers better get used to jumping through hoops to retain your employees. Just think of it as the screwing you’re getting for the screwing you gave.

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