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Podcast: Why are Millenials Entitled and What can we do About it?


Entitled Millenials


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That being said, why do people say that millennials are entitled?

Apple thinks that it can be boiled down to how our parents pampered us. How they made sure that we won’t experience the hardships that they did when they were young.

Another point worth noting is the rise of digital. Things were definitely tougher before.
She further shares that humans, in general, are entitled. We think that life is supposed to be that easy.

And at the end of the day, it’s a lie.

Life is tough.

I personally think that social media fuels a lot of the entitlement that we already have.

And in that case, you can say that It’s not just the millennials, but all the people, that are entitled.

Take into consideration the 10th commandment. You would already know that people are capable of that kind of mentality, much like jealousy where some people think that they deserve something just because they saw someone have it on social media.

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One of the things that propelled this idea of entitlement is that when most of our parents asked for something from their parents, they didn’t get it. During our generation, our parents provided us with things that we didn’t necessarily ask for primarily for our convenience.

Kevin thinks that that aspect is something we just carried on with us. The idea that our parents pampered us so much that we felt like we deserved such treatment.

You can say that your parents are the people that can have the most influence in your character and your perspective of the world.

Although not necessarily something that you can immediately learn about a person, this is something that anyone that is managing millennials should at least understand.

For those who are actively handling millennials, you can do a lot of things to remedy this entitlement mentality.

As people who are part of the management, you have the advantage of having this forced respect where the millennial team members are forced to listen to you. You have a platform to talk to them.

Make relationships. When you create relationships, millennials are susceptible to putting their guard down, they ask what exactly this person is trying to teach me.

When you talk about personal wisdom, it can affect them on a deeper level.

We must keep in mind that even with how easy it is to communicate with people nowadays, people are growing more distant in terms of intimate wisdom.

For SEO Hacker, one of the main reasons that helps keep entitlement at bay is us writing down and living out our core values.
One of our core values is grit. Which means that you have the resilience and the tenacity to keep moving forward despite all odds. Mistakes are nothing more than opportunities to get better. And that the world is not a wonderland that will make sure you’re happy all the time.

Nobody needs entitlement. It’s one of the things that is not needed in the workplace. It’s bunched together with things like gossip. It’s something that we, as the management, need to keep it at bay.



Podcast: Why do Millenials Leave Abruptly, Early and Often


Millenials quit


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Onto the next question, we discussed why exactly millennials leave early, leave abruptly, and hop jobs.

Aside from the lack of recognition, which has already been discussed in-depth just a while ago, another reason is that some millennials get overworked because they’re asked to do additional tasks that are not part of their job description.

This means they’ll have to juggle their main responsibilities and the extra tasks, while also being compensated for just the job that they applied for.

That being said, this is only bad when the person given the responsibilities does not want them, and only expected to work within the job description.

It’s different, however, when it’s the individual that took the initiative to ask for additional work because it’s a means to grow even more. Kevin believes that doing something that isn’t necessarily your responsibility is a means to facilitate amazing growth. This is because you develop grit, negotiating and a lot more.

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Apple further iterates that even though taking in other tasks can facilitate growth, the team member should still know their own limits and communicate it properly to the management.

And if they can’t do so face-to-face, then they should use a tool, such as Teamstrr, to do it.

There is also an abundance of choices. Putting it in a dating perspective, the experience that our parents had was definitely way harder compared to today with different apps and social media sites that facilitate socializing.

We are at an age where options are freely given and handed out to you. Having so many options invalidates the notion of being committed by choice. Commitment is one of the biggest factors. And it can often be stemmed from either them having more options, or because they’ve been hurt before.

Kevin’s most recent experience was the former. Millennials may seem incredibly altruistic, but there are some of them that truly care—that have empathy. But there will almost always be that individual that will jump ship as soon as a bigger, better opportunity arises.

This is most common when an applicant has already been accepted, a deal has been made, but they won’t show up on the first day saying something came up.

Apple argued that this can be connected to the first topic of the day, which is that these millennials are not as passionate as they think they are for the job they applied for. the millennials are passionate about themselves, as they want the best for them.

Millennials might just be the most self-serving workforce because they’re comfortable with how they’re already living.
To me, that’s just being lazy. And it’s not really something that can be logically answered as each Millennial has their own mindset.

A more significant discussion would be:

With all this knowledge, how can we prevent this from happening?

Kevin suggested to curb the aspect of commitment from them, the applicants, to us, the company. One of the ways to do that is by forcing them to come using the bonds and rules. By clearly setting expectations and rules.

That if the individual doesn’t come, there will be a consequence for that. This is something that you have to tell them explicitly.

This is one of the reasons why Apple, during our interview process, states, right from the get-go, that we expect loyalty. That they’ll be with us for at least 2 ½ years. Anything less is not optimal.

One of the ways we have prevented this from happening is by elongating the application process. It’s now composed of 6 steps over the course of a few days. Once an applicant reaches the final interview and gets accepted, they will almost surely show up on their first day of work.

That being said, there are some rare cases that even when they finish the interview process, they don’t show up, showing that there’s no perfect application procedure.

Some say it’s because millennials feel that they deserve something more than just the offer that is brought to them. Oftentimes, this sense of entitlement can really convince them to keep on hopping from one job to another.

That being said, why do people say that millennials are entitled?

Apple thinks that it can be boiled down to how our parents pampered us. How they made sure that we won’t experience the hardships that they did when they were young.

Another point worth noting is the rise of digital. Things were definitely tougher before.
She further shares that humans, in general, are entitled. We think that life is supposed to be that easy.

And at the end of the day, it’s a lie.

Life is tough.


Podcast: What are Millenials Looking for from their Leaders at Work?


Mentoring Millenials



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Apple agrees and further emphasize the importance of letting team members try out other roles as a means of facing a new challenge for them.

As much as it makes sense, the competitiveness and the active search for the next challenge is something that Kevin has mixed feelings towards because it’s not something that always happens.

He thinks that it’s a challenge because he knows that there are a lot of people that are very passive. They would not have the initiative to request these changes and so they’ll just be waiting for the management to do it for them.

However, if you find a person that is continuously looking for more challenges, more things to do, that’s when you know that you find someone that’s worth keeping.

Those who have initiative, those who want to grow, those who want to face new challenges even though they’re not part of their job description.

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Honestly, letting teammates freely look for new opportunities within the office is possible, but not necessarily easy to do.

For Kevin, keeping millennial employees from leaving isn’t just about bringing them new challenges. One thing he really values is the culture and close communication with the management.

We’ve continually provided many avenues wherein our team members can communicate their thoughts and concerns with us.

And based on his observations, those who participated, those who were open to sharing their thoughts and feelings tend to stay longer, when compared to those who were apathetic.

Connecting with our teammates on a more personal level really helps. Since we can understand what they’re going through and we’ll provide advice and wisdom.

Once you have this kind of relationship, you’ll feel as if you have developed a different yet mutual respect for one another.

Basically speaking, in order to keep millennials from leaving your company, there should be an active connection between the management and the team members.

For many businesses, this connection is relatively hard to pull off, that’s why I plan on releasing Teamstrr, a software that helps do just that later this year.

Teamstrr aims to close the gap between team members and the management by providing a means where the team can share their thoughts, what they’re thinking and feeling, to the management.

This did beg the question of whether or not sharing their thoughts is a big deal for them, the Millennials.

To start off the conversation, Kevin first stated that the majority of millennials are introverts. The majority of millennials are selfishly passionate. I believe that they’re also primarily introverts solely because of the rise of digital.

Take for example our childhood. Me and Kevin never really played with our neighbors. We had our TV, our Play Station and those were enough to make it feel like we were socializing digitally. We were cultivated to be introverts.

That being said, most introverts become sociable through the use of digital systems. This is what Teamstrr aims to solve. It is a platform where the team can share their inner thoughts.

Apple shares that the capability to share inner thoughts is something special. Some of our recent applicants share that in their previous jobs, all they do is just that. They don’t really get to talk to the management, overtime was encouraged, everything was nothing short of toxic.

They felt like they were robots.

With Teamstrr, we can make every individual feel human.

Everyone will almost always have something that they’re going through, and that can definitely spill into the workplace.

Through this tool, we can focus on empathizing with our team as well as to let them know that there is someone much like a mentor that is willing to give the time to empathize and to pray for you.

This is a big deal because these introverted millennials are not comfortable doing that face-to-face. They’d much rather post it on social media and avoid the confrontation that comes with face-to-face conversations

You can liken Teamstrr to social media where you can just post things out and people may or may not notice it. However, with

Teamstrr, you’re basically sharing, or ranting right to people who can help you find a solution.

The sharing of thoughts and feelings come in the form of two things. Fast Feedback Loop and the Weekly Mirror Report.
Basically, they’re a list of guide questions that the team has to answer.

The management then, as much as possible, replies to every one of these.

Kevin believes that the more you unlock their contentment and joy, the more they become efficient with work. They’ll be more willing to work hard, and to care more for the company as a whole.

He feels that as long as your team knows that you genuinely care about them, then they’ll return the favor.

He believes that it’s not the perks or the benefits that are part of the job that makes the team stay, it’s the fact that the management cares for them.

Another thing that Kevin pointed out is that our generation is arguably the most problematic generation to date. With the increase in parental problems, cases of depression and anxiety, addictions, etc. these millennials are genuinely looking for someone who cares.

This collides well with our point earlier that the parents of these millennials have a foothold in their lives. And yet they’re still looking for mentorship elsewhere.

Apple then shared her idea of millennials being too scared to open up to their parents because they’re afraid that they will not provide any constructive criticism to their inner thoughts. They’re looking for mentors whom they can divulge information that they can’t share with their parents.

We can’t really say that it’s the fault of either the parent of the millennial, rather it’s a gap between the communication the family.

In relation to this, Kevin introduces the importance of initiative. Much like this, when a company gets Teamstrr and just lets it be, then nothing will happen. If you take the initiative and encourage the team to fill it out, then it will start working.

To Kevin, that’s the problem. Not a lot of parents sit down and start a conversation with their children. They just wait for it to suddenly burst out of nowhere.

Another point of interest introduced by James Del Rosario is that a lot of Millennials want to be recognized. And that’s relatively true. However, recognition wasn’t really given freely in the workplace.

I remember a phrase that states “The last applause that people 80-90% of people ever get is during their graduation.”

We at SEO Hacker remedied this by adding something we like to call the claps session during our weekly meetings.

The claps session is something we do at the start of the week that we used to recognize people that had gone an extra mile to do something for their team.

We do not encourage overtime, but these people still take on the extra work because they really care for their team.

Aside from that, the claps session also helped make sure that those who are filing for leaves really need them, especially for sick and emergency leaves.

Going back, Apple further discussed about recognition as a millennial. As a note, Apple has been working with her father for the past nine years. Nowadays, she’s only working part-time, but even then, she believes that recognition is a really big thing.

It’s a big deal because, for a lot of people who work in the family business, they would usually not get a lot of encouragement from them. Everybody there expects you to work excellently because you’re the son, the daughter, or even the brother of the owner.

Recognition, and better yet, appreciation is a big thing for millennials.

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