Debunking Myths: The Millennial Obsession with Self Care
Myth #4: Millennials are Obsessed with
Self-Care
Over the past few years we’ve seen an explosion in the term "self-care", especially among younger generations. This focus on personal well-being has sparked conversations and debates, especially in the workplace. At Ceresa, a professional development coaching and mentoring company, we have explored this phenomenon through our leadership and mentoring programs.
Our findings reveal that while the emphasis on self-care is indeed prevalent among younger generations, it carries nuanced implications for their professional growth and overall satisfaction.
As we’ve mentioned in our previous posts regarding the workplace insights, our data is derived from surveys and tools used throughout our mentoring and leadership programs. This thorough data collection process involves assessing differences across various demographics, including industry, age, gender, and parenting status.
By gathering insights from a significant sample size, we’re able to compare and contrast our findings with broader market trends, providing a nuanced understanding of workforce dynamics and the unique challenges faced by different segments of the population. This data forms the foundation of our insights into leadership and professional development.
Today we’re looking at Myth #4: “The Millennial Obsession with Self-care”. Which we found to be true-ish.
Insight: A Shift in Priorities
Our data indicates that millennials and younger individuals, particularly those in their twenties, prioritize well-being more than any other generation. This focus includes physical health, mental well-being, and a strong emphasis on personal adventures and relationships. Interestingly, these younger participants also report higher satisfaction with their well-being and personal relationships compared to older age groups.
However, this focus on self-care and personal life often comes at the expense of professional development. Our research shows that younger participants are less likely to prioritize building professional skills or navigating their career paths. While they exhibit a strong interest in personal growth areas like understanding their strengths, their attention to strategic thinking, leadership, and professional growth remains comparatively low.
Evidence: Data-Driven Insights
Well-being Focus: Younger participants prioritize well-being, particularly physical well-being. This is reflected in their goals, where well-being ranks as the third most common area of focus, following professional growth and career path. Specifically, within well-being, there is a notable emphasis on physical wellness over mental health.
Personal Life and Adventures: This generation shows a heightened interest in personal life and adventures, particularly travel. This focus is significantly higher than that observed in older generations.
Professional Growth: Despite having the highest aspirations for senior leadership roles and the greatest confidence in achieving these goals, younger participants demonstrate less focus on professional growth. Communication skills are one of the few areas where they show any significant interest in professional development.
Satisfaction and Feedback Misalignment: While younger individuals report high satisfaction with their health and well-being, they also express dissatisfaction with their financial situation and professional status. Additionally, the feedback they receive—primarily centered around career advancement and confidence—does not align with their primary goals, which are more focused on well-being and personal development.
Implications: Bridging the Gap Between Personal and Professional Growth
The findings from Ceresa's data highlight a critical shift in the employer-employee social contract post-COVID. Younger generations expect employers to accommodate their holistic well-being, integrating personal passions and wellness with work. This expectation is not merely a desire for better work-life balance but a call for a more integrated approach to personal and professional life.
For employers, understanding this shift is crucial. The data suggests that while younger employees value wellness and personal development, they also crave opportunities for professional growth. This generation's number one reason for leaving an employer is the lack of learning and growth opportunities. Therefore, it is imperative for organizations to support their employees' well-being while also providing clear pathways for professional development.
Building Strategic Competence and Professional Skills
One of the key challenges identified is the lower emphasis on strategic thinking and professional growth among younger employees. To address this, employers can:
Provide Targeted Professional Development: Tailor training programs that not only focus on well-being but also on developing strategic and leadership skills. This approach can help bridge the gap between personal well-being and professional competence.
Create Clear Growth Pathways: Establish transparent career paths that allow younger employees to see the opportunities for advancement. This can include mentorship programs, leadership training, and regular feedback sessions that align with their personal and professional goals.
Foster a Culture of Continuous Learning: Encourage a culture where learning and development are ongoing processes. This can be facilitated through workshops, online courses, and access to resources that help employees build both personal and professional skills.
Emphasize the Interconnection of Physical and Mental Well-being: Highlight the link between physical well-being and mental health, productivity, and professional success. This can be integrated into wellness programs that promote physical health as a foundation for overall well-being.
How Do Career Mentors Help?
In an insightful interview with Ceresa mentor, Andrew Thomas, he shared his evolved approach to managing people. He emphasized the importance of recognizing individual needs and the spectrum of experiences within a team. Thomas highlighted that managing people is an art that requires understanding the unique contributions of each person.
He explained, "You look at people individually and try to give them what they individually need," acknowledging that a team often includes a mix of newcomers and veterans, each requiring different levels of guidance and support.
Thomas's management style has shifted over time from traditional oversight to a more supportive and coaching-focused approach. He remarked, "I try not to manage anybody. I actually try to move toward coaching and supporting people toward performance." This transition reflects a broader understanding that effective leadership involves not just directing actions but also nurturing individual growth and helping team members find passion in their work.
One innovative method Thomas used to encourage professional growth was what he called "passionate persuasion." He invited team members to sell something they were passionate about, like roller skates or pamphlets about trips to Italy. This exercise aimed to show them how to channel personal enthusiasm into their daily work. He noted, "I wanted to do that for them to get the feeling of selling something that they're personally passionate about and how to transfer that passion to what they do on a day-to-day basis."
Thomas believes that this coaching approach is beneficial for all, from new hires to seasoned veterans, fostering an environment where employees are supported and encouraged to develop their skills. This perspective aligns with the growing trend among millennials towards valuing well-being and personal fulfillment in their professional lives, indicating a shift in workplace culture towards a more holistic view of employee development.
If you’re interested in starting a professional mentoring program with Ceresa, here are a few tips for how to get the most out of your relationship with your career sponsor or mentor.
In Summary: Embrace a Holistic Approach
The emphasis on self-care among millennials and younger generations is not just a trend but a reflection of evolving workplace dynamics and expectations. While this focus on well-being is commendable, it is essential for both employers and employees to recognize the importance of professional development. By adopting a holistic approach that balances personal well-being with professional growth, organizations can better support the next generation of leaders.
At Ceresa, we are committed to providing insights and strategies that help bridge the gap between personal and professional growth. Our data underscores the importance of understanding the unique needs and aspirations of younger employees, and we are dedicated to helping them navigate their careers in a way that aligns with their values and goals.
Through our leadership and mentoring programs, we continue to explore these dynamics, providing actionable insights that can drive positive change in the workplace. If you or your organization need help with professional development, Ceresa would love to assist.
What do you think? We’d love to know - leave a comment or reach out!
About Ceresa
Ceresa is a high-impact, tech-based solution for world-class mentoring and leadership development at scale. Grounded in research and inclusive by design, Ceresa supports leading companies that are committed to supporting earlier career talent and fixing the broken rung, including Walmart, Amazon, and Blackstone. Our programs are designed to provide comprehensive support across various demographics, including age, gender, and industry, helping organizations unlock the full potential of their workforce.