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" ... 1. They want to share responsibility–so find ways to let them. Millennials, in many cases, have grown up under a style of parenting that supported individual empowerment, where the kids were almost always included in family decision-making. Now, as they enter the early stages of their careers, millennial employees are often getting a bad rap for coming into the workforce with an immediate sense of entitlement. While that’s a gross overgeneralization, it’s fair to say that millennials are looking for a feeling that they’re more than a cog in a massive machine. So as an employer, “try to create opportunities that give Millennials the chance to take responsibility and find success on a micro level before they move on to larger roles,” says Jay Coldren of EDITION. For example, continues Coldren, “Make one small team of employees responsible for handling the ordering and stocking and determination of par levels [the quantity an item needs to fall to to trigger a reorder] of the office supplies. In a restaurant, a small team can be made responsible for ordering the wines, while others are deputized to handle the stocking and ordering of the serviceware, and so forth. Offering up such areas of micro-responsibility will keep your new workers engaged outside of the normal scope of their day.” ... "
" ... “What we found is that in times of a contagious pandemic if you make that disease salient then participants overestimate their risk in all domains,” he says, adding that this “risk overgeneralization” leads to risk-averse behaviors like stockpiling enough toilet paper to last you until the next century or something less irrational like wearing a mask or gloves. ... "