Just because millennials don't prefer the traditional 9-to-5 doesn't mean they aren't dedicated to their jobs.
New reserach from Project: Time Off and Gfk, millennials see themselves as 'work martyrs' more than any other generation. They identified the most with statements such as '“No one else at my company can do the work while I’m away," and “I want to show complete dedication to my company and job,” and “I don’t want others to think I am replaceable," and “I feel guilty for using my paid time off.”
Many studies similar to this one, purports Sarah Green Carmichael in this article for Harvard Business Review, tend to show differences between young and old people as opposed to differences among the generations. In those studies, the differences are significant but usually show that young people tend to become like their elders later. However, in this study, the differences are significant enough to determine millennials won't likely give up their obsession for work in the future.
Carmichael suggests this could be the start of a health crisis for this generation if the attitudes around work-life balance aren't adjusted.
Senior leaders and more experienced managers can help nip this problem in the bud, before it becomes a new norm or leads to organization-wide burnout. Being proactive about asking employees what their vacation plans are not only helps convey to employees that they’re expected to take time off, it surfaces any conflicting deadlines or requests well in advance. That means that you’ll have time to come up with solutions before it’s a problem, which has other benefits besides allowing employees to take the time they’ve earned; planning for time off has actually been found to increase team collaboration and information-sharing. Moreover, planning well in advance has been linked to lower-stress vacations, which means that employees will be more likely to return feeling refreshed and ready to get back to work.