By Lauren Coates

As many of you know from reading my previous blogs, Millennials are the largest generation in the U.S., which has led many industry giants to rebrand their offerings to cater to the Millennial market. In her latest article for Travel Market Report, Jessica Montevago explores how the hospitality field is jumping on this bandwagon by designing hotels that appeal to this young generation. She explains that while Millennials are not currently the highest spending customer segment, hotels recognize that the best strategy is to gain their loyalty now so they can reap the rewards when Millennials enter their peak earning and traveling years. She goes on to discuss how three industry leaders, Hilton, Hyatt, and Marriott have created new and unique hotels with Millennials in mind. The amenities include things such as social spaces, robotic butlers, emoji-only room-service menus, smart mirrors that sync to your phone, and much more! I don’t know about you, but I can’t wait to try out these Millennial inspired innovations.

While many industries are working hard to attract Millennial consumers, employers are finding it difficult to hold on to Millennial employees. As Todd Stone explains in his recent article for General Assembly, the days of spending nearly your entire career with one company are long gone. With this younger generation “job hopping” more than any other in history, median job tenure has dropped to just two years among Millennial employees. Stone cites Ashley Stahl, a career coach, who says that one of the main reasons for “job hopping” is the increased number of people earning college degrees. This not only leads to amplified confidence in one’s industry, but also massive loan debt. Workers might be switching jobs in order to climb the corporate ladder, or simply to ensure they are getting the highest salary possible for their position. According to another career coach, Maggie Mistal, employers could be playing a part in “job hopping” also. Rather than seeing a long-standing employee as loyal, some employers might view this as an indication that the employee is not skilled or innovative enough to get hired somewhere else, and therefore will not promote them within the company.

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