Milwaukee Journal Sentinel
WWR Article Summary (tl;dr) When applying for jobs, more millennials than baby boomers or gen-Xers responded that the “opportunity to learn and grow” and “opportunity for advancement” were “extremely important,” according to a Gallup poll.
Amanda Janssen-Egan bounced around a couple Milwaukee advertising agencies after graduating from the University of Wisconsin at Oshkosh in 2005.
Janssen-Egan landed at Jigsaw as a media planner and buyer in 2010. She liked the work and the clients.
But she wanted to grow. To move forward in her career, she left Jigsaw after a year and a half. Janssen-Egan joined another Milwaukee agency, Laughlin Constable, where she also worked as a media planner and strategist.
Janssen-Egan said she wanted to return to Jigsaw. And she did.
Her bosses Steve Marsho and Steven Wold understood that she became a stronger asset to their team by leaving. After a little more than a year, she came back with new experiences and skills under her belt.
Janssen-Egan, 34, was promoted to junior partner at the firm last month, empowering her with more say in the firm’s decisions. One of her peers, Mike Luedke, 32, was also promoted to junior partner.
The way people think about structuring a career is changing. In most cases, it no longer makes sense to join a company as a 20-something and stay until retirement. The long-term incentives, such as pension plans, have ceased at many companies.
Different desires are driving how to navigate a career path.
When applying for jobs, more millennials than baby boomers or gen-Xers responded that the “opportunity to learn and grow” and “opportunity for advancement” were “extremely important,” according to a Gallup poll.
Those same interests affect retention, too.
Sydney Finkelstein, a professor of management and director of the Leadership Center at Dartmouth College’s business school, said he is often asked about how to deal with millennials in the workplace.