TEXTE 14 : MILLENNIALS

When it comes to transferring these skills to the workplace, Gannon says millennials get frustrated when they find themselves in corporate organisations that aren't as open to change, and that are reluctant to break with the status quo. "Millennials are a generation that has grown up teaching themselves stuff, so when they’re stuck in quite a rigid environment in a corporation that’s been doing it for 50 years, it jars with you because you know there are shortcuts and you know you could do it a different way," she said. "Which is why they're labelled entitled because they get really frustrated in a meeting for a long time and you think, ‘I wonder if we could do it a different way.'" Work culture has shifted, Gannon says, and millennials' focus isn't the same as that of Gen X or Baby Boomers. "We were sold a career ladder that doesn’t exist anymore," she said. "I think we looked at our parents’ generation and thought, oh OK, you get a job and then you move up the ladder, and then you want your boss' job, so you get promoted and you get a pay rise and it’s all great." As Gannon outlines in her book, millennials would rather take a $7,600 (£5,700) salary cut to work in an environment that affords better quality of life. So, is this tension between millennial employees' expectations, and what their employers are providing, at the heart of millennials' purported "entitled" attitudes? Claire Jones—associate director of employee engagement at global PR firm Weber Shandwick—certainly seems to think so. "Without doubt, Millennials have different expectations of their employers," she says. "Millennials want to work for employers that show good corporate citizenship, are fair in their behaviour, that communicate with openness and transparency, and that have values-driven leaders who really do walk the talk." Jones says that to older generations, millennials' "sense of integrity" can be misconstrued as a "sense of entitlement."