Let's Quiz!

The Millennial Readiness Assessment MRA is a brief survey of 20 multiple choice questions. It’s designed to help you grasp the millennial mindset so you can attract and lead them better.

Answers are ranked on a five answer scale:

1 Star: Strongly Disagree
2 Star: Disagree
3 Star: Not Sure
4 Star: Agree
5 Star: Strongly Agree
Let's Go!
 
The only reason to have a job is to earn a paycheck. *

SCALE: 1 Star: Strongly Disagree - 5 Star: Strongly Agree





 
I prefer to tell employee’s what to do.

SCALE: 1 Star: Strongly Disagree - 5 Star: Strongly Agree





 
The reason for going to work is to get work done, everything else is secondary.

SCALE: 1 Star: Strongly Disagree - 5 Star: Strongly Agree





 
I do not like being a mentor to my employee’s vs being the boss.

SCALE: 1 Star: Strongly Disagree - 5 Star: Strongly Agree





 
Being on mission at work is a luxury, not a necessity?

SCALE: 1 Star: Strongly Disagree - 5 Star: Strongly Agree





 
I think most business decisions are best made by a few people at the top?

SCALE: 1 Star: Strongly Disagree - 5 Star: Strongly Agree





 
I want my employees to focus on building the company brand not their personal brands.

SCALE: 1 Star: Strongly Disagree - 5 Star: Strongly Agree





 
When interviewing new job candidates its most effective to keep the focus off what’s best for the interviewee.






 
A boss is a boss, not a friend, not a mentor not a counselor.






 
Most millennial employees are super irresponsible.






 
It is a boss’s job to look over people’s shoulders and direct them when they are not performing.






 
I’m against having our team/company be a stepping stone for employees.






 
The main purpose of being in business is to earn a great return on investment (profit).






 
I’m a big fan of the once per year performance review or something like it.






 
The top leaders of the company are the best and the brightest; they should be the key innovators.






 
Having a team/company where everyone is empowered; like having self-lead teams is risky.






 
When it comes to millennial employee’s they do not respond well to being challenged.






 
Opening-up innovation to all employees can be counterproductive.






 
It is unproductive to have an ongoing performance appraisal process (monthly, weekly, even daily).






 
Our interviewing style is geared primarily toward the company, selling how great we are.






 
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Thank you for taking the Millennial Readiness Assessment. Calculate your score to determine your results as shown below. Add up your total number of circled scores. You should have one circle per question for a total of 20 circled items. Like in golf, low scores are preferable. Match your score to the ranges below. For more information or questions email: andychristiansen@me.com
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Score 20-40: You are self and socially aware as it relates to millennials and Work 3.0, working well with and motivating millennials. Next, consider venues where you can spread your awareness to others.
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Score 41-60: You are moderately self and socially aware relative to millennials and Work 3.0. Keep striving to be more aware lest you fall into the irrelevant category in this model. Consider reading books by authors such as Simon Sinek, Brene Brown or Gary Vaynerchuk.
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Score 61-85: You are in no man’s land relative to millennials and Work 3.0 and potentially ineffective with people who are not like you. Consider reading books by authors such as Simon Sinek, Brene Brown or Gary Vaynerchuk.
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Score 86-100: Based on this simple test you appear stuck in your era relative to millennials and Work 3.0 and will work best with others who share your same mindset/values. Consider reading books by authors such as Simon Sinek, Brene Brown or Gary Vaynerchuk.
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