How do I manage millennial employees in clinical operations?

Millennials (born between 1981 and 2000) will make up 75% of the work force within the next 10 years. Millennials are able to amplify their ideas and values (with social media, confidence, brand prowess, etc.). Already, millennials have achieved Senior Management positions and their presence has impacted corporate culture. And they get a bad rap.

Too impulsive? Too arrogant? Not diligent enough? Not loyal enough? Poor communicators? I will address many of these “problems” and reframe them (including proposed solutions to leverage and retain satisfied employees) in a panel presentation in South San Francisco this week.

I’m open to your ideas. Tell me stories about the good, the bad, and the ugly aspects of working with millennials in clinical research.

I celebrate the best aspects of millennials in clinical research: A healthy dose of skepticism leads to good science; a sense of community supports creative problem-solving at work; propensity for risk-taking allows flexibility (and endurance) in rapidly-changing environments; and tolerance to disorder makes millennials more resilient than any generation before. Millennials bring these (and so many more) strong traits to work. Are you going to retain them or just train them for your competitors? How are you investing in your millennial staff?

How have millennials in your workplace frustrated you, surprised you, delighted you? Tell us a story!

About The Author


Nadia Bracken, lead contributor to the Lead CRA blog and the ClinOps Toolkit blog, is a Clinical Program Manager in the San Francisco Bay Area.