As talent development professionals, we all know the difficulties we face in trying to develop and retain Millennial employees. We’ve all seen the 30-year-old employee with seven jobs on her resume. We’ve also experienced the 25-year-old who expects to have the corner office after six months, and when he fails to receive it he decides to leave. And we’ve even heard the 19-year-old intern challenging the longstanding company procedures. It’s a different world in the workforce today, with innovative and entrepreneurial Millennials interfacing with the more traditional and conservative Boomers and the independence-driven Gen Xers.