Reasons Why Millennials Are Not Being Promoted

The millennial generation comprises a larger portion of the workforce as America's labor pool transitions away from retiring baby boomers and shifts toward younger workers. Job promotions are still hard to come by, even as millennials start to take over more leadership positions. Part of the reason is the perception younger workers have versus the reality of the contemporary work place.

In a 2015 leadership survey published by The Hartford, 80 percent of workers from the millennial generation perceived themselves to be leaders, yet just 12 percent of these people held managerial roles in 2013. In the Hartford survey, just one-third of younger people found themselves in actual leadership positions.

As many as 83 percent of companies say millennials have begun to supervise older workers despite the generational differences. However, job promotions seem to lag behind these meteoric numbers of younger workers ready to take the mantel of management. Forbes cites six reasons why millennials may not get promoted as fast as they would like.

Lack of Curiosity

The best employees ask a lot of questions and then listen to what experienced workers have to say. The new hire becomes more interesting once that person takes action based on what he heard. Listeners get noticed, but it takes a curious mind to ask questions. Asking questions leads to better learning, more engagement and possible job promotions.

Agreeable Nature

Sometimes, millennials should try to buck the system and bring new ideas to the table. Innovation happens when differences of opinion are brought to light. People who disagree can find flaws in plans, which could save employers trouble and money in the future.

Overworked

Working more time for the same salary may prevent job promotions simply because a company gets more value out of someone willing to put in more hours for less hourly pay. If a managerial job pays an extra $2 per hour, an employer may not want to pay that person more money for working extra hours.

Lack of Training

Millennials may not focus on the right type of training to earn job promotions. Younger workers should ask what type of training they need to advance, and HR should respond in kind.

Wanting Too Much Feedback

New workers love getting constant feedback. Unfortunately, some managers may find that type of behavior too clingy. Younger hires should outline precisely what they plan to do to accomplish a task at work, and then wait for feedback from a supervisor. That way, the employee sounds prepared and self-starting while also checking in with a manager before engaging in tasks.

Not Seeking Help

One of the best things millennials can do is seek help from the people who inspire them. Instead of feeling alone in a new job, new workers can get to know the people who already work hard at the office. This doesn't have to be a formal mentoring relationship, but, instead, it should just be a way for staffers to bounce ideas off a respected employee.

All of these things lead to networking opportunities while building connections. These relationships then lead to job promotions for younger workers. The process may take time and effort, but the career potential makes it well worth it.

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