The millennium generation is officially the majority

According to half Action trend report By Glassdoor, the millennial generation has become the largest share of the administrative workforce in late June 2025, where General Xers, who dominated the leadership over the past two decades. In current aging trends, according to economists ’projections in Glassdooor, Gen Z will provide a greater share of children born in late 2025 or 2026.

Glassdooor

Since the generation has become the most populated in the workforce in mid -2010, the millennial generation has risen steadily through rows, driven by demographic inevitability, retirement between children’s births, and new positions towards organizational leadership. This ascension rises years of warnings and speculation on how to form the millennial values of the workplace.

Although Zhao did not use this colloquial language for General Z, the case of the majority workforce is now by the Millennium Generation It is the middle. “At least the workers do not seem to feel bad,” said Zhao. “I don’t know if you can call this silver lining.”

Millennium generation runs the continuous “tired crisis”

Millennium generation Virtue is widely With pressure “sympathyAnd “and”Welfare“At the forefront of the culture of management. They give priority to policies such as Remote workand Mental health benefitsAnd the boundaries are placed-there is a reason to take over the Millennium Mental Health generation: they suffer Record the levels of fatigueTension and job lack of security themselves, which leads to some workplace experts to warn against looming on the horizon.The manager crashedIn 2025, Zhao agreed to these lines with tales in Glassdoor reviews, but not the data in his research.

For his part, Zhao writes that the mental health challenges facing the current workforce show “no signs of decline.” It writes about exhaustion as a “ongoing crisis”, with a reference to Glassdooor reviews that exceed 73 % year on an annual basis as of May 2025. Lack of employees wearing the employees who remained”

Of course, the term “exhaustion” has become greatly synonymous with the millennial generation in Ann Helen Petersen Virus 2019 Buzzfeed On this topic, which turned into a deep vein book of reports for years to come. Speaking to Petersen’s thesis, the millennial generation has been born in the culture and climate of the work that has been going on since his childhood, the average number of direct reports for each manager has doubled in recent years, as the levels of fatigue accumulated from the generation of fatigue, just as they become the majority of managers.

Zhao refused to comment on Petersen’s thesis directly, but on the topic of exhaustion in general, they noticed that many of the Millennium managers, especially those in the 1940s and the late thirties, are advancing in the “generation of sandwiches”, with its responsibilities that were other typical for General X: “The Millennium Generation at the present time in a place where their professional pressures may be, but there is also this personal reference. “To some extent, they are stuck between a rock and a difficult place.”

Despite their ambitions, many of the millennial managers mention their reception Official or non -existent trainingOften the feeling is not ready for the complications of team management over multiple generations and respond to rapid organizational change. This must increase with the weakness of the historical average reports. While they confirm sympathy, the millennial generation is the generation that invented the term.Shades“For their behavior, avoiding social media, and A lot of conflict, with confirmation and management of conflict in the workplace Face to face. Finally, the millennial generation are “”The participating cup“Gille, and some Tiktok bruises, argued that the Millennium heads have a toxic tendency to try to make a friendship with all their direct reports.”Wolves in sheep clothes“They were called.

The other side of emotional intelligence

Zhao said luck The worn clichies around the millennial managers known for their focus on sympathy have the side of the face. Glassdooor has seen a change in how people have talked about management over the past five years since the epidemic, and said: “The reviews that the administration is increasingly emphasizing the terms related to emotional intelligence, such as” respecting the borders “,” being sympathy “,” encouraging the welfare of the employee. ”

This does not mean that the millennium generation is talented by their nature in emotional intelligence, as Zhao said, it is just expecting their reports, whether their colleagues are the millennial generation, General Z, or even Gen X or Boamers. Zhao pointed out that the phrase “emotional intelligence” truly began to capture the twenty -first century. How ridiculous, then, is that the population with emotional intelligence when they entered the workforce are now responsible for its management.

Although the millennial generation generally seeks to build confidence and provide recognition, The division of generations still exists: A prominent minority of employees, especially Gen Z, remains neutral or unsure of the recognition they receive. According to A comprehensive Deloette surveyThe millennium generation themselves want more comments, guidance and growth opportunities, whether for their teams and their own professions.

This may be the reason that the millennial generation is concerned with a frightening title: the so -called Cold. Recent reports and content on viral social media have resulted in criticism of the millennial managers due to the lack of clarity in the line between the manager and the friend-sometimes to the harmful effect. Graphics and first person’s accounts highlight the stereotype of the millennial director who yearns to be seen as hip, adoption of a relaxed position, informal communication, and a friendly prize with direct reports. Critics argue that this style can be toxic to create.A false feeling of warmth“This is the basic energy dynamics masks. In terms of achieving the results, a cold boss law leads to inconsistent or unclear expectations, which raises anxiety between employees. And when negative counter -feeding is necessary, it can be a wonderful manager who drops the mask as a shock to their subordinates.

Report of many millennial managers Difficulties in defining clear limits With their teams, they are struggling to replace the code from friendly to reliable with a request for positions. Determination of borders is more complicated by the transformations between generations: younger employees, especially Gen Z, too Prefer the limits of fluids and flat hierarchySometimes ambiguity over roles and expectations.

Are you from the millennium generation and he is a manager, or do you have the millennium for a manager? luck I would like to hear from you: Contact with [email protected].

For this story, luck The artificial intelligence is used to help with a preliminary draft. Check an editor of the accuracy of the information before publishing.