12-20-2017, Entrepreneur -- As part of my job, I regularly work with people who own and run their own businesses. Many of these people are what you might call "thought leaders," highly respected in their fields. They're movers and shakers. And starting a few years ago, they all started saying the same thing:

We're firing our millennial employees.

This troubled me. Why were they firing them? And why did they feel so strongly about the firings that they felt the need to tell me about them? I asked nearly a dozen experts, influencers and business owners why they thought millennials sometimes struggled in the workplace, and why they were getting fired.

As I investigated, trends began to emerge.

What I learned didn't change my positive opinions about my generation -- but it did give me insight into why business leaders sometimes complain. Here's what my contacts said about millennials, and why they get fired.

1. Lack of vision

Josh Steimle, CEO of MWI, told me that in his opinion, lack of vision was the biggest reason why millennial employees sometimes flare out. "A lack of empathy is hurting many millennials in the workplace, because they're not understanding the circumstances of their employment from the employer's point of view," he says.

Millennials sometimes struggle to appreciate the bigger picture and their role in it. This can hurt their workplace performance.

Being able to think like your boss -- to see the big picture -- is vital in the workplace. If you think of yourself as nothing more than a cog in a machine, you won't exactly be irreplaceable when it comes time for layoffs.

2. Miscommunication

One common complaint about millennials is that phones and computers preempted their need to learn face-to-face communication skills. They're great at Snapchat, the story goes, but they struggle to get their point across any other way. While I don't necessarily buy into this theory, it did come up a lot in my conversations with experts.

"Communication is vital in any relationship," Tayeb Malik, the founder and CEO of Glydr told me, "not least that between an employee and boss. Even in today's tech-heavy workplace, the most important communication is still done face-to-face."

Meetings, calls, interviews and sales pitches all require sharp communication and interpersonal skills. Consistently look helpless in these settings, and your boss might wonder how much value you bring to the company.

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Entrepreneur, 9/26/2016 -- Millennials tend to get a bad rap. You hear a lot of things about them. They’re entitled. They’re not loyal to their employers. They spend too much time on social media, and they don’t know how to build in-person relationships.

We’ve been led to believe that this generation, which now makes up the largest percentage of the workforce, is completely different from any other before it. As a result, employers are scratching their heads, asking questions like, “How do we hire millennials? How do we keep them engaged? An how do we keep them from leaving?”

1. Millennials are just like everyone else. No, really.

The studies that have highlighted the contrasts between millennials and other generations have been far overshadowed by studies that discredit the disparities.

According to the Harvard Business Review, to the extent that any gaps do exist, they amount to small differences that have always existed between younger and older workers throughout history and have little to do with the millennial generation per se.

We’ve found this to be true at our company. We regularly survey our people about what they like and dislike about the organization. For the most part, the same themes appear -- regardless of age.

Related: How to Motivate Millennials, By Millennials

Everyone wants his or her work to have meaning.

A study by Deloitte found that 90 percent of millennials surveyed wanted to use their skills for good. Our own surveys show that millennials want to work for a company that cares about them, and they want to feel that their work matters.

We hear that same message from all of our employees -- so frequently, in fact, that we decided to change some of our internal programs. Throughout the company, we now hold regular standup meetings, where employees can share how their work has had a positive impact on our clients or how our people have made a difference to each other.

We also offer company-paid, volunteer time off so our people can do the things that are meaningful to them outside of work. Each employee receives eight hours a year to give back to the community in whichever way he or she chooses.

Everyone wants to grow.

One of the things I love about our people is their desire to learn, and our millennials are no exception. A study from the Intelligence Groupfound that 79 percent of millennials surveyed wanted their boss to serve as a coach or mentor. To meet this need, we’ve put together formal and informal mentorship programs and upped our emphasis on training and development.

We now offer onsite classes, ranging from emotional intelligence (EI) to servant leadership, plus a dozen or so more. We believe that career development should be driven by employees and guided by leaders. Our people determine their own development path, and their leaders work to support them in achieving their career goals.

Read the rest of the story HERE.