A millennial in mobility

I am a millennial (also known as Generation Y), generally described as those who reached young adulthood around the year 2000. My generation was shaped by 9/11, texting and the great recession.A millennial in mobility

The Great Recession hit shortly after I graduated from college. Suddenly, older employees on the verge of retirement saw their investments disappear and could no longer retire with any kind of financial security. Those of us who had prepared for the workforce through corporate management training programs saw our job opportunities dry up as a result. Faced with fewer opportunities, I traveled to Japan to teach English. The benefits were limited but I was happy for this opportunity to explore the world. After returning with international experience – which differentiated myself from my peers – I was recruited to work at a large mobility company. They offered a wonderful training program and skilled managers. I enthusiastically took any responsibility I could, grateful for any development I could get.

Contrary to the common misconception that millennials are not loyal to companies, as a result of our Great Recession experience we have learned to hold on to work and have a greater desire for financial security. We seek out opportunities for added growth and challenge. I worked hard and performed well, but with no immediate opportunity for advancement, I moved on.

I am very happy to have landed at Crown, a company with great appeal for young professionals. Crown continues to see substantial growth and increased market share. Using the latest technology, the company maintains up-to-date systems to benefit clients and provide greater efficiencies.

Like many millennials, I value a steady development and path to success rather than a quick payout. I see this attitude reflected in transferees’ decisions, too. Employees’ acceptance has made the shift from being a purely financial choice to a professional development choice. This presents an opportunity for companies to examine their mobility programs and leverage this shift. The millennial demographic also offers some cost savings for companies. We are often without children, unmarried and non-homeowners who are ready and excited to relocate. A company’s commitment to our personal development will foster our loyalty, in turn increasing ROI and building your next generation of leadership.

The influence of millennials continues to have an impact on trends in global mobility. Stay current on all the latest trends to follow in World Mobility Perspectives: 2015 Global Mobility Trends (PDF). 

About the author

Eric LaCore

Eric LaCore, Account Manager, has lived abroad and has extensive experience in international business, including global mobility, compensation, operations, account management and project design/implementation.