Introduction The Millennial generation makes up the largest segment of the United States labor workforce, outnumbering current Generation Xers and Baby Boomers. The Millennial workforce will continue to increase while millions of older workers slowly retire over the next decade. The public perception of the Millennial generation has become increasingly negative in nature. The term Millennial has become synonymous with words like “entitled, overly-sensitive, snowflakes” . With such a significant penetration within the U.S. labor workforce, it is important to understand if and how the general negative public opinion of the generation translates to workplace experiences. Methods Results r Conclusions Elena Sixtos, Master of Arts Candidate Human Dimensions of Organizations, The University of Texas at Austin Literature Cited Further Information How Millennial Workplace Experiences Are Impacted by Perceptions of the Millennial Generation The Millennial generation makes up the largest segment of the U.S. labor workforce and will continue to increase while millions of older workers retire over the next decade. Public perception of the generation has become increasingly negative in nature. With such a significant penetration within the U.S. workforce, it is important to understand if/how the negative public opinion translates to the Millennial workplace experiences. This study provides insights directly from Millennials and contributes to understanding the unique workplace experience of this generational cohort as it relates to the negative public perception. Literature review of existing literature and studies pertaining to the Millennial generation, to include intergenerational studies. Quantitative Research conducted via electronic surveys to capture insights of working Millennials. Qualitative Research conducted through one-on- one interviews with working Millennials. Elena Sixtos [email protected] Thank you to the HDO staff and faculty for their support throughout my graduate school journey. Special thank you to Dr. John Traphagan and Dr. Elizabeth Keating for dedicating time to my research project. I am also grateful to the HDO classmates who helped make this an unforgettable experience. • Fry, R. (2018, April 11). Millennials are largest generation in the U.S. labor force. Retrieved from https://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/ • Lastner , M., and Taylor, E. (2015). “The Snowflake State: An Investigation into Entitlement as a State Construct.” Academy of Manage ment Annual Meeting Proceedings 2015 (1): 1. doi:10.5465/AMBPP.2015.201. • U.S Chamber of Commerce. (2017, March 15). The Millennial Generation Research Review. Retrieved from https://www.uschamberfoundation.org/reports/millennial-generation-research-review. • Sorenson, S. Garman, K. (2013). There’s a Generation Gap in Your Workplace. Gallup Business Journal. https://news.gallup.com/ businessjournal/163466/generation-gap-workplace.aspx Millennial Generation Ages 23 – 38 “Younger” Millennials Ages 23 - 30 “Older” Millennials Ages 31 - 38 65% of Millennials surveyed indicated negative workplace impact 50/50 split amongst younger and older cohort members who identify as “Millennial” Study found that profession/field of work does not contribute to workplace experience. *Data presented is from survey sample of 79 participants. This research project contributed to the existing literature regarding the Millennial generation and workplace experiences. Research may be leveraged by organizational leaders to raise awareness regarding: • Millennial employee impacts by the negative perception of their generation. • Awareness that “older” Millennials may still associate to the generational term. Acknowledgements