Baby boomers could go bust if they don't make room for the newest generation on the block - the millennial generation.

Born 1982-2002, millennials are a generation like none other, having been raised on technology with high expectations of customer satisfaction and as products of the self-esteem movement, Terri Manning said during a presentation Friday at Augusta Technical College.

Dr. Manning is the director of The Center for Applied Research at Central Piedmont Community College in Charlotte, N.C., and has delivered more than 40 talks around the country about the millennial generation and the importance of evolving to accommodate this group.

Businesses and communities that don't adapt will "go under," Dr. Manning said.

Unlike their baby boomer parents, millennials don't want to put in a work week beyond 40 hours, and they aren't as loyal to their jobs, she said. Baby boomers, the nation's largest generation, is in its prime, but must understand millennials to attract them and keep them in jobs.

Among the characteristics of the millennial generation:

- They need feedback; otherwise they feel they aren't performing well.

- They are close to their parents, and their parents are more likely to "hover" over them, which includes writing their resumes and stepping in to speak to their children's bosses.

- They are less interested in earning money and more interested in jobs that make a difference.

Most businesses aren't prepared for millennials, but they need to be, Dr. Manning said.

Some are, however. Best Buy and Google, for instance, provide flexibility for their workers and give them perks to keep them on the job.

Augusta Tech President Terry Elam expects local businesses to adapt as well, pointing to the construction of a new T-Mobile facility as an example.

Schools must also adapt, Mr. Elam said. Colleges offer online courses for flexibility, but courses must be interactive to meet the tech-savvy nature of this generation.

According to Dr. Manning, there are about 81 million people in the millennial generation. She first began her research at the request of a work force group in Charlotte that was having problems retaining its employees.