21: Breaking Millennial Stereotypes

Millennials are often accused of having zero work ethic. That common misconception drove this young millennial to go out of her way to make sure she was not seen as a "lazy employee". Check out what happens next when she leans into her company's culture.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Breaking Millennial Stereotypes

Amanda Hammett: Hey, this is Amanda Hammett, and this is the Millennial Rockstar podcast. So, today's rockstar is Delanie Olsen, and Delanie is this amazing, creative marketing and brand strategy just go-to juggernaut. And she is very young, only about three years out of college, and she has had a lot of responsibility on her shoulders, and the reason she was given so much responsibility in my opinion, was that she was very aware from the get-go right out of college, that there were all these negative stereotypes around the work ethic of millennials, and she wanted nothing more than to prove that she was nothing like that stereotype. And I think you'll find that her supervisors and all the people within the company that she was with really understood that she was nothing like those millennial stereotypes. So, tune in and find out what Delanie has to share. Hey, this is Amanda Hammett and this is the Millennial Rockstars podcast. All right, today we have a super-duper special rockstar on the show, her name is Delanie Olsen. Delanie, welcome to the show.

Delanie Olsen: Hi there, thank you Amanda.

Amanda Hammett: So, I have to be very honest with you. There are some people in the business world that I absolutely love and adore. And one of them is from OneBridge Technologies, his name is Daryle Johnson. And Daryle was actually one of two people that recommended you to be on this show. So, Delanie, tell us a little bit about yourself.

Delanie Olsen: So I graduated from Butler University in Indianapolis about three years ago now, and my first job out of college was at OneBridge with Daryle. And I was the Marketing Coordinator to start off with and then I got promoted to be Marketing Specialist. And after two years of living, working in Indianapolis, I decided it was time to go home, my whole family lived up in Chicago, so I ended up finding a marketing specialist role with an events company called Total Event Resources in Chicago, and so I just moved up here about three months ago and started this new role.

Amanda Hammett: Very, very cool. So it's a really exciting time of transition in your career, which is awesome. But I happened to know that you learned a lot in your old role.

Delanie Olsen: Yes. OneBridge was very important to me, the people there were out of this world. I remember being so incredibly nervous and thinking that I was just gonna fall flat on my face from day one, and it was the complete opposite of that, and I grew into this marketing professional that I just never thought I would even become five years from now, let alone a year and a half, two years after first starting there.

Amanda Hammett: Absolutely. Well, that is one thing that Eric told me when he and I spoke about you. He actually said that he had taken over that role, and he said, "You know, it's always worrisome "when you're taking on a new role "knowing that you're inheriting some employees. "I was worried going into it, "but after spending like a week with her, "I knew that this was meant to be."

Delanie Olsen: Yes. I was just as worried as he was. I was really close with my first supervisor, and that was the first person that really didn't treat me like a millennial, and I respected that, so I was a little nervous with the change in positions. When Eric came in, it was the same exact thing. He didn't look at me as a different generation than him, or that I wasn't as experienced as him yet. He wanted to know what I was good at, and then he put those abilities to work.

Amanda Hammett: That's great. That's what a good leader does.

Delanie Olsen: Yes.

Amanda Hammett: That's exactly what a good leader does. Well, fantastic. All right, so I know that you are three years into your career, but I would assume that you have hit some bumps along the road already. Could you give us a little background or a little bit of information about those little bumps for you?

Delanie Olsen: Yes, of course. The biggest one was probably, I was thrown into a very, very large project. OneBridge was rebranding. They were originally SmartIT, and then were transitioning over to OneBridge. It was pretty exciting, because I loved brand marketing, I was super passionate about it, and they wanted the marketing department to take on that responsibility, to come up with this rebrand and put it into action, which was great. But during the rebrand, I had a change in supervisors. So I just remember, I was like okay, they're gonna take everything that I've started and it's just gonna get flipped over and turned around because who's gonna trust the girl who's been out of school for a year and a half to finish off an entire company's rebrand? They hadn't found someone else yet to fill my supervisor's position, and I was extremely nervous about it. I remember I went into my first meeting and it was with Kim, the Director of Employee Engagement, it was the exact opposite of that. She took everything, she said, "Okay, let's lay it out. "What have you been doing so far, "what do you want to do moving forward, "and let's make sure that all of your ideas "and plans get executed like you wanted "them to from day one." And I respected that so much because she wasn't looking at my work as my old supervisor's work. She wanted to know, she knew I had a part in it, and that was that. So I got to move forward with it, but the whole process was a bump in the road because it was scary being that young and being given that role. And then Eric eventually did jump in, and that was a breath of fresh air because I had someone else to help me launch this new brand, so he was there for the last three months of it, and all in all, the project lasted a year. It was a lot of work, we had one company we were working on the website with, and I thought I had nailed down and it was going smoothly, and then a month before we were supposed to launch the new brand and the website, they said "We can't get it done until three months from now," and so we just had to roll with it. It was surprising how many people, no matter what generation they were, they knew I didn't have that much experience, they still trusted me because they knew I worked hard and I really appreciated that.

Amanda Hammett: Now, I have a question here. I love your CEO over there, I think she is phenomenal. We've already talked about it, I love Daryle. But you are young. And that is an incredible, I mean the CEO of there, she has built that up to what, like 50 million?

Delanie Olsen: Yes.

Amanda Hammett: Yeah. I mean, that's not a small enterprise over there and they have some incredible clients, and huge, huge enterprise clients, and for them to make this huge transition in branding, naming, business model, I mean that's a lot to put on your shoulders at 23, 24?

Delanie Olsen: Yes, 23-24.

Amanda Hammett: I'm just curious, how did you get it to the point where they trusted you to do that?

Delanie Olsen: Well, that's funny because Daryle always talks. He says, "You were a flip of a switch." I don't know why but I've always had this. Right when I graduated college, I felt like the millennial stereotype was huge at that time and that was the last thing I wanted. I never wanted to be seen as this lazy worker, or I only wanted to be there for perks, or anything like that. And so I was paranoid about that. So I remember for probably like the first six months of working there, I wasn't really myself because I was like, "I gotta be this person." It wasn't because of anyone I was working with and that they made me feel like I couldn't be, it was just that I felt like I needed to be someone because of that millennial stereotype. And then, I don't know what actually changed, and it was even like how I was dressing and everything, I wasn't really showing my personality in my clothes, and I was wearing all black every day, and I was like, "That's not me," and so something changed and I just started to speak up a little bit more and show my personality in the work that I was doing and just in my demeanor every day, I started to, we had to dress business professional every day, and I kept that up but I was still being myself in how I was dressing. People started to notice. I remember my supervisor at the time said, "I follow you on social media, "and I feel like you're acting "more like yourself now to me." And I don't know what it was, but once that happened, I think people started to realize that yes, I am younger but even if when I am being myself I was still a hard worker, I got things done, and I got them done well. So Daryle even says, "There was this one day where you "just came into this meeting," and he's like, "You just blew me away. "You were talking more than you've ever talked, "and you had ideas and you knew that "they needed to be done, and you got them done." So I think it was a good feeling that other people around me besides just people who are higher up in the company saw this in me and trusted me because they would come to me then every day with whatever it was. So then I think people higher up started to see that, "Oh, Delanie's wearing a lot of hats. "She's helping out people in departments "that probably doesn't even have to do with marketing, "but she jumped in to help out." And so I think that that's what really kind of put the trust in me when it came to that, because they were under a time constraint and they saw that I was getting stuff done on a usual basis, so why not trust that I would get it done now, even though I didn't necessarily have someone directly supervising me. And Kim played a huge role in that. She had so much going on, the last thing she needed to worry about was the rebrand of a company, but she made time for me and made time to hear what I had to say and wanted to know why I was doing something a certain way, and I really respected that. So I think that that helped as well, having her by my side to kind of support me, even though it wasn't necessarily her forte.

Amanda Hammett: Right. That's amazing, and it sounds like, and having just bee a third-party spectator to this whole rebrand, it really really sounds like the communication lines were very open in all directions. Sometimes it's just from the top down, but it really sounds like it was coming out from everyone.

Delanie Olsen: They did an amazing job with that. They told me from day one, "If you're questioning "something about the brand and you "were in a meeting and everyone was one way "but you feel another way, come back to us "and re-present it then. "Tell us why it needs to be that way." And so I really appreciated that because again, they let me have a voice and they knew that it was something that I was passionate about and I was good at, so they let me run with it. And they have an open-door policy there and I know that's so cliche and you probably hear that all the time, but they truly mean it. The CEO sat in the Indianapolis office, and he, didn't matter when it was, if he just got a really important call, he just got off of it and he needed to debrief, no, if you needed something, if there was a concern, come into his office and talk to him about it. I think that that was really beneficial too.

Amanda Hammett: That's fantastic. Especially in a time of these major, major transitions, that's really

Delanie Olsen: Yes.

Amanda Hammett: All right, so we've talked over some stumbling blocks and some lessons learned, but let's circle back a little bit further. You graduated from college three years ago, right?

Delanie Olsen: Yes.

Amanda Hammett: Okay. So think back to Delanie three years ago, pre-work Delanie. Did you have this idea in your mind about what corporate America or the working world was gonna be like? And how does that interface with the realities of working the working world?

Delanie Olsen: So, I had this image that it was cubicles and cubicles, and I was gonna sit there all day and you weren't gonna see the sunlight and you got your work done...

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Delanie Olsen: Not that you weren't friends with people, but why would you go out after work with people if you work with them all day? I had that image in my head. I don't know, have you been to the OneBridge office before?

Amanda Hammett: No, I have not.

Delanie Olsen: So, this will change your mindset on everything. I walked into this office, and it's so modern, it's very open and they have collaborative workspaces and they have a huge break room with a ping-pong table, and I walked in there and I was like, where am I interviewing? What is this? And I was so blown away by that and it was funny because my parents, I get out of the interview and I'm telling them all about the office, and my Dad goes, "Well, I don't care about the office. "What about the position? "What about the people?" And I was like, "Oh, you're right." That was bad that I was so concerned about the office, but I think as millennials we kind of have that picture in our head that that's what something's gonna be like, so that really threw me off. But luckily OneBridge doesn't just focus on the perks. They focus on you as an employee first and the perks come second. That is what I've come to love and have looked for in companies, and I know other people appreciate it at OneBridge. So it was different, going into that environment and people said, be like, "How do you get work done? "Like, you guys have a beer fridge." And you know, it's just whatever, but it's there, it's different. They focus on you as an employee and educating you and making sure you are advancing in your career and the perks were just second nature. So I did have a very different thought in my head about what it was all gonna be like, and OneBridge threw all of those out the door. Especially work from home life balance. Sometimes I was like, "Oh, I have a doctor's appointment "and it's an hour across town with traffic, "and then I gotta come back to the office." And they're like, "Well, why don't you just work from home?" And I was like, is that allowed? Can you do that? So that was another one that I kinda had in my head, that you went to work eight to five, and you were there unless your really did have a vacation day and you took it. But they threw that one out the door too. If you were honestly sick or if you just needed to work from home 'cause you needed a different environment, go for it. As long as you're getting your work done and it's done on time, it doesn't matter where you're doing it. I really did appreciate that as well, and that was definitely a change of what was going on in my head when I was interviewing at places.

Amanda Hammett: That's awesome. That's cool. I mean, I am a big fan of the leadership over there at OneBridge. It obviously is well documented, my love for Daryle.

Delanie Olsen: Oh yes. I get that. There was another actually, I guess he would be a millennial as well, that worked at OneBridge. He's still there, he's in the recruiting department, and he wrote a blog post all about how it's not about the perks. That's great, I love them, I love having the snack bar and all that, but I think he said something like great perks should be the symptom of a great company culture, that they can't be the cause of it. That it's...

Amanda Hammett: I like that.

Delanie Olsen: And yes. I'll have to send you the link to the blog...

Amanda Hammett: You know.

Delanie Olsen: their website. But when he wrote that and obviously it came to me first in marketing, and he's like, "What do you think? 'Cause we just won an award for the best places to work and he's like, "Should this be, should we put this on the site? "Should we put it on social?" And I was like, "Yes." Because I think so many younger kids are now seeing all of these perks in these companies and they want to work there right away. And they're like, "Oh, they have a LaCroix fridge." Oh, well, that's great, but are they gonna treat you right as an employee? So I think it's good to have people who are younger already noticing those things. A company might have all those great perks, but if they're not treating you right as an employee and not wanting you to succeed and advance and become educated even more, then there's no point in taking that job.

Amanda Hammett: I agree, and you would be surprised how often you see that.

Delanie Olsen: Yes, I can imagine. Well, even like I said, OneBridge is, I'm sure people walk into there and they're like, "Yup, I'm in. "I'm done. "I'm walking to work here." But you know, it was a good experience for me to take a step back and say, is this actually gonna be a good company for me to work at?

Amanda Hammett: I agree, I agree. With Karen Cooper at the helm, I don't think you could go wrong.

Delanie Olsen: You can't go wrong, I know. She's amazing.

Amanda Hammett: I want to be Karen Cooper when I grow up.

Delanie Olsen: Oh, yes,agree. And I don't know if I'm attracted to this women-owned companies that are just absolutely killing it, but the new company I'm working at is actually a woman-owned one as well and that really stood out to me. And I feel that now that I had that experience with Karen, and had such a strong relationship, and there was a few other women as well that were higher up at OneBridge that just, they beat all of the stereotypes and they really cared about me and my future, and so when I was moving to Chicago I wanted that again. I was lucky enough to find that again, but it's definitely something that I appreciate in an organization.

Amanda Hammett: That's amazing. I love, love, love, love, love that. So, let's take a look back either at OneBridge or at your current company. Is there anything specific, and we've kinda touched on this already, but is there anything specific that your boss or a mentor has done that keeps you engaged and productive and really wanting to work hard? Besides, let's think outside of that whole rebranding experience.

Delanie Olsen: Yes. I definitely say caring about my passions outside of work. And I know that sounds a little like, oh, well work is work and home is home, and maybe that's a stereotype I had as well when I was first looking for a job, but every mentor that I've had either at OneBridge or I already see it now with my current supervisor at Total Events, is they're asking me questions about well, I have a blog on the side. "So, well, what's going on with that? "Let's see it. "How are things going with that?" And I just truly appreciate that because sometimes you do need to take a step back from work. And sometimes you're so stressed out about something at work that I wasn't getting things done because I was letting it clog my mind, but if I could focus on other things and you kind of relax and then you can go back to something. So I really appreciated it because Eric did a really good job at that. He was always like, "What's going on?" He was excited about things I was doing on the side and I really appreciated that. Even my first supervisor, when I first told her, "Oh, I wanna start this blog," she got me a new jacket and was like, "I want to help your passion for fashion, "and I want you to roll with it." I did not expect that at all, and I really appreciated that because then it made your everyday job that much better because people actually did care about you and cared about you outside of work as well. So I definitely think that that helped because work is a lot, and sometimes you're gonna get worn out and so it's good to take a step back and I really do appreciate that from people. And also Daryle did a really good job of this. Even when I know I might be wrong about something, or if I don't know if the idea's totally there yet, he makes me run with it until it gets to that point where it's like, nope, I need to change gears here. Sometimes you have to see something totally through for all of your creative ideas, and just all of that to come out, and I've had people in my life in internships before to talk to those, where they stop you so quickly. It's, "Ah, nah, we did that before "and it didn't work and we're not gonna "let you go there." But someone could bring a totally different experience to something like that, so Daryle did a really good job with always telling me to fully finish something through. If I have an idea, run with it, and wait until it gets to the total end before I say, "Ah, that was a flop."

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Delanie Olsen: So he did a really good job with that and I 100% appreciate that. And it was funny because I would see that in him, too. He would come to me with some crazy idea and at first I'd be like, "Wait, I don't know if we got time for this. "I don't know if we should keep talking about this." And then he would keep going more and I'd let him keep going, and it would spin out into something amazing, and I'm like, we should have been doing this a year ago. So I think it's good for a mentor, a supervisor, whatever, to really let you take the reins on a project or just something and let you see it through because you teach yourself a lot in that as well.

Amanda Hammett: Yes. You do, you do learn a lot about the process but also about yourself and your skills and all right, that's not where I need to be going or maybe this is something I need to investigate further.

Delanie Olsen: Exactly.

Delanie Olsen: Yeah, absolutely. But you don't find these things out if you're in this little box.

Delanie Olsen: And I've been in that, I feel like I've been in that box with some internships I felt I was just so restricted. And I get, you're an intern and whatever, but I had an internship where it wasn't like that and it was like go for it and that's when I first realized that I wanted to find a company after college that still gave me that freedom.

Amanda Hammett: Very cool, very cool. All right, so we just discussed the perks that you guys have and I know about the beer fridge, Karen and I had discussed it. But what is it about the perks or the culture, or what is it that just keeps you just excited and engaged and wanting to get up every day and let's do this again, let's fix something, let's do this again?

Delanie Olsen: Oh yeah. I again think it's getting to see a project all the way through. I've even seen this now, so I'm not fully immersed yet in my new company. I'm still getting the hang of things, but my supervisor was helping out with an event and it was finally the day of the event and she was there all day. She got there at eight in the morning, was there until five, and the actual main part of the event wasn't starting until 10:00 at night, but she just had a little girl and so she had to get home, and so she asked me, she said, "Can you be there and can you see this through?" And I saw how hard it was for her to not be there, that that project was her baby and she really wanted to see it all through and I remember feeling that way about certain projects, where you're like, I just need to see this through and I wanna see the end of it, and when you get to see all of that it's the best feeling in the world and that's what gets you go back the next day and then do it all over again for another client or another event or whatever it is. So I saw how hard it was for her and so I made sure I was taking videos and photos left and right because I wanted her to still kind of experience it, but I think that that is one way to definitely keep you motivated because everyone loves that feeling of accomplishment. You don't necessarily need to hear it from everyone, like, "Oh, you did such a great job with this." If you just see it with your own eyes that's the best feeling and then that gets me going again and I wanna come up with another idea and see that one through. So, I definitely think just focusing on just wanting to do things from start to finish and just maybe on your own saying I can handle this by myself and then seeing it all the way through. It keeps me motivated at least.

Amanda Hammett: I think that your answer there really circles back to at the beginning when you were talking about you wanted to prove that you were this hard worker. I think that that answer alone because you're like, I have a hard time giving up projects that I wanted to see to fruition. And I think that that's a sign of someone who has poured their heart and soul into something.

Delanie Olsen: Yes, I agree. I think that also goes back to this millennial stereotype too, because it is the not as hard working as some of the older generations and things like that, but honestly I feel like I worked great with some of the older generations, and they never said to me, "Oh, you're a millennial." People might have made jokes here and there when I did something, and I really appreciated that because they wanted to learn things that I knew about that they didn't know about like social media, and I wanted to learn things that I didn't know either from the beginning. I think it's good to kind of have that mix in the workplace as well, it's important. And I've seen some people of the older generation jump on social media. When we had to do a social media branding for the company, they wanted people to try and be more engaging on LinkedIn and things like that. I had people coming up to me, "Well, I already have a LinkedIn, "I want a Twitter now. "I want you to help me out with this, "and I want to recruit candidates through Twitter." I loved that 'cause it didn't make me feel like the millennial who just sits on social media all day, because they actually saw some value out of it and so I think it's good to have that mix in the workplace. I think it's very important because everyone's gonna bring something else to the table.

Amanda Hammett: That is something that I talk about all the time. We each bring strengths and from our generations to the table, and it's just about accepting them and learning from each other. You'd be surprised how many companies I talk to and they're like, "Yeah, we don't hire millennials," and I'm like...

Delanie Olsen: I would not think that.

Amanda Hammett: I don't understand like, literally, how is this going to work for you.

Delanie Olsen: Yes. And I've gotten since I was going through this process of looking for a job, and I actually remember getting this even before I got my job at OneBridge when I was looking for a company. It was the strangest thing, in an interview I'd sit there for 20 minutes and show in my portfolio or talk about all of my hard work and my experience. And then they would ask me the question, "So, as a millennial, what do you think "your work ethic is like?" And I'm like, "I just told you what my work "ethic is like. Just because you put a name "on it doesn't mean I change my work ethic "all of a sudden, I swear it's the "same that I just talked about." So I always found that question to be so strange in an interview. I just kind of defer it back, and I'd say, "Well, you know, I just went over everything, "and I don't think it changes just because "you put a millennial phrase in front of my name." So I definitely find that weird that some companies focus so highly on that when I think it is important to have a mix of different generations.

Amanda Hammett: Oh, absolutely, absolutely. Well, I will tell you that in speaking with Eric and Karen and Daryle, they all will attest to the fact that you have a very, very strong work ethic.

Delanie Olsen: Well, that makes me happy, thank you.

Amanda Hammett: So the next time you need to look for a job, just take this tape I swear, I'm a great hard worker. A CEO and all these other people say that I'm a very hard worker.

Delanie Olsen: I love that. I mean, they were one good company to land after college that is for sure. I definitely lucked out there.

Amanda Hammett: Absolutely. They're fantastic. Is there anything, you've kind of touched on this but I'd like to dig into this a little bit more, is there anything that you wish that companies knew about recruiting younger employees?

Delanie Olsen: That is a good question. Let me think about this one. Definitely the whole stereotype around the work from home, how millennials are the ones who want to work from home and we've got to start to accommodate for that in our organization. Which I think is great if you are starting to like, maybe like a one day a week, things like that, but I think it's funny 'cause I don't think it just has to do with millennials. As I talk to other people, other generations, even my Dad, he's been starting to work from home at least two days a week, and he is all about it. He is getting more done first of all, because he's probably like me and he talks a lot when he's at work. He loves to socialize. But I don't think that the working from home should be a thing that's connected to millennials because I think it's just a fact that we have so much technology nowadays and a lot of positions, some not so much, but a lot of positions you can work from home now and get all of the same work done just as hard as anyone else. So for a company that's maybe trying to appeal to millennials, don't necessarily just throw those certain things out there 'cause you're like oh they'll grab onto that. I think that goes to anyone. If you're wanting to hire good talent for your organization, everyone feels that way nowadays and with all the technology giving them a little bit of that freedom is a positive thing.

Amanda Hammett: Oh, absolutely, absolutely.

Delanie Olsen: That's definitely one of them. Just I love the idea of ongoing education. I'm not saying it necessarily needs to be where you have money set aside, because you may not be at that point if you're a smaller company but still wanting to appeal to millennials. But there's a lot of free resources out there so maybe if it is a class on... There was a class on SEO and I was really interested in taking it. It ended up being a free class in but it was at I-30s and it was gonna take me an hour to get there. So I told my supervisor, "Hey, I'm really interested in this "and I think it will be beneficial for us." And she's like, "Get your butt over there." She's like, "That's okay that you're leaving early." She's like, "This is good for us." So, I think ongoing education, I think it's the CEO maybe of Microsoft that said this. I'm not taking credit for this 'cause I love this quote. But he said, "I'm not a know-it-all, I'm a learn-it-all." I love that because I'm definitely not a know-it-all, I have to teach myself things over and over again, I have a terrible memory. So when I heard that, I appreciated that a lot. I think if companies really focus on just that ongoing education because with technology everything changes so quickly especially in the marketing world that I'm in I swear there's something new every day. Just having that ability for my supervisor to say, "Hey, you should go to this workshop. "I know it's during the day, "but it's free, even if it's not in our budget, "and I think that you're gonna learn from it "and I know you'll provide value to the organization." I just started two months ago at this company, and in the first two weeks the CEO sent me an email and was like, "Hey, there's this social media workshop "downtown, I want you to go to this, "I think it's gonna be great, "it's a women-owned organization and "I know you're passionate about that." And I was like, "Oh, I just started here two weeks ago." So I think that ongoing education should be important to millennials but also everyone, so using that kind of as a way to look for that top talent is super important.

Amanda Hammett: Absolutely. What I see over and over again just in the 20 interviews that I've done for the Rockstars so far, almost everybody that I can think of off the top of my head that I've interviewed thus far has mentioned this need for ongoing learning, this ongoing challenge of what can they learn next? They're not content to just sit in this stationery position day in day out doing the exact same thing. They want that learning because it's challenging to them and it keeps them going and it keeps them wanting to go.

Delanie Olsen: I've had friends who started out as an organization as one position, and as two years pass and they've kind of started to dip their feet into other things and they've got interested in other things, the organizations let them completely switch to a different department. And when I hear that, I love that because again work is kind of lower, life is short and work is lower on that totem pole, and if you know that you're not super happy with something but you love the organization, if they let you kind of flop that quickly to something else and jump into it, I totally respect that. I think that is amazing across the board. And yes it is harder with smaller companies again, but it is probably a little bit easier with the bigger organization but I think that's a really cool trait to have as an organization.

Amanda Hammett: It is. And you hit the nail on the head when you said two years, because that seems to be the magic number, right? In that timeframe we start getting a little antsy, and what can I do to add to my skillset, and yes absolutely.

Delanie Olsen: I do think, give a position or just anything, time because like you said, the two years. I feel like when I've jumped from something, one thing to the other and I didn't give it enough time then I'm mad at myself. Because I'm like what it if was something I would have been passionate about. And that's why internships are always hard for me 'cause I'm like this wasn't enough time.

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Delanie Olsen: How do I know that this isn't... I had an internship at a radio station and I was doing live on air types stuff and I loved it but at the same time I was like, "I don't know if this is me," but then after three months, I was gone. And I was like, I don't really have that opportunity again. So internships are a struggle for me because I was kinda mad that it was, it kinda kept me in that short time period and I didn't know if I fully felt one way or another about it.

Amanda Hammett: Oh, that's hilarious. I've actually never heard anyone say that about an internship, I mean I've talked to thousands of people about internships...

Delanie Olsen: Well, this just shows you how weird I am about that. I had an internship and it wasn't like fully what I thought I was gonna be into but after I was done, they were like, "Hey, you were really good at this. "We need to pull our freelancer because "we're still just really super swamped with clients." And I was in college, I was like this is a good opportunity, in the end I'll know if I really don't like this. And my mom's like, are you sure you want to keep going? And sure enough, after about four more months of that, I knew I didn't want to keep doing that.

Amanda Hammett: Absolutely. X that one off.

Delanie Olsen: Yes. I think it's a good chance to keep things rolling. But I guess if you know within a week and you're like, oh no, then maybe it is not meant to be.

Amanda Hammett: All right. Well, there you go. Delanie, this has just been an absolute pleasure. I mean, I knew it would be just based on the two people that recommended you and just how phenomenal they are and just the high praises they had for you. But it really has been a pleasure, thank you so much for sharing with me and our audience, thank you. All right everybody. Thank you so much for joining us in this episode of the Millennial Rockstars podcast. Be sure and check out the next episodes coming live to you, and we will see you soon. Thank you so much for joining us for this episode of the Millennial Rockstars podcast. If you are looking for even more information on millennials and some free resources, visit my website at amandahammett.com the link is below, it's amandahammett.com There you can download a free millennial employee engagement guide that will give all kinds of tips and tricks on how to keep those millenials engaged on a day to day basis because we all know that millennials who are happy at work are more productive at work.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

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