Okay, if you have read in the archives about what I said about the children who were not allowed to fail, I said it would turn out to be a disaster.
Here I am proven true: The ‘Trophy Kids’ Go to Work.

For their part, millennials believe they can afford to be picky, with talent shortages looming as baby boomers retire. “They are finding that they have to adjust work around our lives instead of us adjusting our lives around work,” a teenage blogger named Olivia writes on the Web site Xanga.com. “What other option do they have? We are hard working and utilize tools to get the job done. But we don’t want to work more than 40 hours a week, and we want to wear clothes that are comfortable. We want to be able to spice up the dull workday by listening to our iPods. If corporate America doesn’t like that, too bad.”
Where do such feelings come from? Blame it on doting parents, teachers and coaches. Millennials are truly “trophy kids,” the pride and joy of their parents. The millennials were lavishly praised and often received trophies when they excelled, and sometimes when they didn’t, to avoid damaging their self-esteem. They and their parents have placed a high premium on success, filling résumés with not only academic accolades but also sports and other extracurricular activities.

THIS is what happens when you prevent your child from failing. Children must be allowed to face failure. It is the only thing that makes them grow and mature emotionally. If you award them every time, no matter if they try or not, they soon learn that they can get away with no effort and still “win.”
Now as they enter the workforce, they want that trend to continue and it can’t. If you want to get ahead, you have to work longer, faster and in general more than the other person if you want that promotion. You have to earn it. But these children have never learned to earn anything, it was given to them on a silver platter no matter how they tried. All in the name of not damaging their self-esteem. Pshaw.

Millennials want loads of attention and guidance from employers. An annual or even semiannual evaluation isn’t enough. They want to know how they’re doing weekly, even daily. “The millennials were raised with so much affirmation and positive reinforcement that they come into the workplace needy for more,” says Subha Barry, managing director and head of global diversity and inclusion at Merrill Lynch & Co.
But managers must tread lightly when making a critique. This generation was treated so delicately that many schoolteachers stopped grading papers and tests in harsh-looking red ink. Some managers have seen millennials break down in tears after a negative performance review and even quit their jobs. “They like the constant positive reinforcement, but don’t always take suggestions for improvement well,” says Steve Canale, recruiting manager at General Electric Co. In performance evaluations, “it’s still important to give the good, the bad and the ugly, but with a more positive emphasis.”
(Emphasis mine)

Lord save me from such a person. If you earn such a performance review, then you should be adult enough to stand up and take it, then work to fix what you did wrong. I didn’t say that you shouldn’t feel bad, that’s a normal reaction. But work to correct the problem, or you’ll be stuck doing that entry level position at entry level pay for the rest of your life.
This is what coddling our children has wrought. And we’re stuck with for a generation, possibly longer.
Another failed Liberal experiment. Woo-Hoo.