Millennials are a demographic cohort or age group, also known as Generation Y. They’re called millennials because they became adults around the time of the millennium. In popular culture, millennials are often described as self-centered and obsessed with social media, winning the unflattering nickname Generation Me.” On the other hand, some evidence suggests they are more altruistic than their apparent social media habits would suggest, as they exhibit an openness to change and concern over environmental issues

While each generation has positive and negative aspects, it’s important to remember that these generational characteristics are based on statistical trends rather than inherent traits. It’s important to view these generational characteristic in context and with the mindset of understanding how broader historical, economic, and social trends are affecting a particular group, rather than using that information to form inaccurate stereotypes. 
The millennial generation is defined as anyone born between 1981 and 1996, which means anyone between the ages of 24 and 39 in 2020. This age range, like other generational cohorts, is chosen for statistical analysis of certain trends rather than being a strict identifier.
It’s important to look past generational clichés to understand how to best manage different age groups in your organization. Deloitte reports that almost half of millennials would quit their jobs in two years, given the choice, which makes millennials seem like job-hoppers who are easily dissatisfied. But this may just be a case of millennials being more vocal about their dissatisfaction with their job than previous generations, since data from 2016 shows that they have longer tenures with employers than Generation X at the same age.
What millennials appear to need most is engagement––55 percent say they aren’t engaged at work. In the same Gallup report, millennials say they care about work, but they care about slightly different things than what’s traditionally been valued. Rather than just working for a paycheck, they want purpose (which makes sense considering that their paychecks are smaller than previous generations). They don’t just want to “like” their jobs or their bosses; they want to feel like they have opportunities for growth and that their managers actively and regularly take the time to mentor them in this growth.