(This post originally appeared in FastCompany.com)
Recently, as skeptical senior leader asked me to explain the business case for why organizations need to take a more coordinated, strategic approach to work flexibility.
I began to list all of the business benefits, including, “Millennials value their lives outside of work and expect to be able to do their jobs flexibly.” He responded, “The problem is that they don’t want to work hard. I would never have talk about work-life balance when I was their age. I just felt lucky to have a job.”
He is not alone in that thinking. The meme that Gen-Y/Millennials “don’t want to work hard” exists, in part, because they talk so openly about work-life balance. But is the bias fair?
First, there will always be people in every generation who who don’t want to work hard. The Gen-Y/Millennials are no exception, but is it accurate to ascribe that quality to an entire generation simply because they are open about how they want to make their lives both on and off the job a priority? It’s not, for the following reasons: (Click here for more)