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title: Blog | Millennials
description: Millennials | The Science of Personality
---
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## [The New Skills Gap](https://info.hoganassessments.com/blog/bid/334977/The-New-Skills-Gap)
Posted by [Natalie O'Neal](https://info.hoganassessments.com/blog/author/natalie-oneal) on Thu, Feb 27, 2014
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There are more than 80 million Millennials in the U.S.; about one million more than there are baby boomers. Experts predict that individuals born between 1980 and the early 200s will make up more than 40% of the labor force by 2020. That’s a lot of high-potential Millennials stuck working as individual contributors, and that’s a big problem.
Although it temporarily alleviates the skills gap HR managers expected, Boomers’ lagging retirement is creating a new kind of skills gap: a gap in soft skills.
Fortunately, soft skills can be learned, it just takes a more innovative approach. Check out these [5 keys for developing your Millennial employees](https://info.hoganassessments.com/millennials) and keeping them engaged in a multi-generational workforce.
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Topics: [Millennials](https://info.hoganassessments.com/blog/topic/millennials)
## [Millennials: An action plan for successful development](https://info.hoganassessments.com/blog/bid/334978/Millennials-An-action-plan-for-successful-development)
Posted by [Natalie O'Neal](https://info.hoganassessments.com/blog/author/natalie-oneal) on Wed, Feb 19, 2014
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We combined Hogan’s experience developing executives at more than half of the Fortune 500 with research on Millennial learning styles to come up with five keys for developing your millennial employees.
1. Start with science: Tools like valid personality assessments and 360-degree feedback from not just a supervisor, but a peer and subordinate level can give participants a realistic view of their strengths and hidden blind spots. Without a basis in objective, scientific assessment, any type of development program will experience very limited success.
2. Allow for self-gudiance: Millennials are digital natives. Forget about in-person courses and workshops. Instead, development tools should provide mobile, anytime access to a broad, but targeted library of resources that participants can work into an action plan.
To continue reading the next three steps and learn about the new skills gap HR managers are facing, check out our ebook, [The Kids (Millennials) are All Right](https://info.hoganassessments.com/millennials).
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Topics: [Millennials](https://info.hoganassessments.com/blog/topic/millennials)
## [Hot HR Issues of 2012](https://info.hoganassessments.com/blog/bid/253911/Hot-HR-Issues-of-2012)
Posted by [Jennifer Lowe](https://info.hoganassessments.com/blog/author/jennifer-lowe) on Thu, Dec 20, 2012
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Over the past 12 months, Hogan has discussed a number of hot topics in the talent management arena. We’ve introduced you to an interesting, entertaining, and derailing cast of characters with [howdoyouderail.com](http://www.howdoyouderail.com), and we’ve provided insight about engagement, team building, and organizational culture with our series on *[The Rocket Model](https://info.hoganassessments.com/blog/?Tag=The+Rocket+Model)*. After reviewing the blog entries for this year, I compiled a list of Hogan’s Hottest, Hot Topics in 2012.
**1. The Dark Side: Derailment and the Hogan Development Survey**
This topic makes the top of the list because it is a real phenomenon. It is estimated that at least half of the individuals who are currently in leadership roles are failing or nearly derailing. The Dark Side (i.e. behaviors that emerge when we are under stress, pressure, or simply not self-monitoring) can rear its ugly head in a number of ways. We’ve all met the [Loose Cannon](https://info.hoganassessments.com/blog/bid/228512/Meet-the-Loose-Cannon), worked with the [Show Off](https://info.hoganassessments.com/blog/bid/159556/Meet-the-Show-Off), or tried to deliver feedback to the [Skeptic](https://info.hoganassessments.com/blog/bid/118705/Meet-the-Skeptic). These derailing behaviors can be career killers…literally. So it’s important that we focus on our reputation and self-awareness.
**2. Self-Awareness: The value of understanding one’s reputation**
One of the largest debates in the area of personality is that of identity and reputation. Identity relates to our values, goals, hopes, and dreams while reputation represents the behaviors that other people see that can either help or impede goal attainment. Reputation is what matters. It is what helps you climb the corporate ladder or go down the chute of derailment. We cannot modify our reputations without understanding why we do the things we do. Self-Awareness is the key to reconciling the differences between identity and reputation. Self-Awareness is the key to leadership success.
**3. The Talent Management Gap: Building a high potential pipeline in a Millennial world**
If you have doubts about the generational differences in the reliance on technology or the importance of social networking just ask any 10-year-old who wants an iPhone for Christmas, or consult the children’s toy aisle at your local big box store and you will find an assortment of Kindles, Nooks, and even iPad look-a-likes for babies. I can personally attest to this because my five-month-old received one from our friends for Christmas. There are differences in the way Millenials and eventually Generation Z will approach the work world. These groups have a significant reliance on technology, are highly affiliative, and require immediate and regular feedback. Jackie VanBroekhoven’s blog,*[ The Generational Workforce of the Future](https://info.hoganassessments.com/blog/bid/171186/The-Generational-Workforce-of-the-Future)*,* *is a great illustration of the need to understand each of the generations representing the workforce in order to build the talent bench of the future.
**4. Engagement: Focusing on the employee and the team**
Employee engagement has been a hot topic for a number of years and it will likely become increasingly important as we see a shift in the make-up of the workforce. Engaged employees tend to be more satisfied and more productive, and productivity ties directly to the financial bottom line. The moral to the story is that morale and engagement matter and an employee’s engagement is largely driven by his/her boss. That being said, we need to focus on developing leaders who can empower and foster engagement in their staff.
What’s in store for 2013? We have a number of new and interesting topics to address next year, so stay tuned for more information from The Science of Personality. Until then, Happy Holidays from all of us at Hogan!
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Topics: [Millennials](https://info.hoganassessments.com/blog/topic/millennials), [employee engagement](https://info.hoganassessments.com/blog/topic/employee-engagement), [derailment](https://info.hoganassessments.com/blog/topic/derailment), [self awareness](https://info.hoganassessments.com/blog/topic/self-awareness)
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