The Millennial generation is usually delimited to western people born between 1980 and 1999 (figures may vary depending on the study). Millennial generation is entering the work labor force worldwide and this has made them extensively studied. This generation has common characteristics between its members worldwide, and those may create a "generation gap" between them and previous generations in many aspects. In the nuclear industry, this gap may be slightly dangerous given that the mayor NPPs projects, and consequently job-hiring, occurred in the late 70’s and early 80’s and at the writing date of this paper, a transition is happening whereas experienced nuclear industry workers are retiring and being replaced with Millennials. Said so, strong and valid conclusions about the hazards of the generation gap are still under discussion, as well as the possibility that the differences between generations are indeed exaggerated. It is however clear that, even if generation differences are not so remarkable, work conflicts with Millennials will arise if there are misguided expectations about them.

In this work, an attempt to clarify these discussions will be made. In addition, a summary of interviews and conversations with CEOs of the nuclear industry will be presented, in order to observe if their expectations on Millennials are aligned with their common aptitudes or not. Moreover a survey concerning different problem management situations will be showed. In this survey several work-problems on different topics (work-life balance, success, working hours vs. objectives...etc.) are presented; Millennials are expected to answer truly, and CEOs were told to answer what they consider an ideal young employee should do. Conclusions on the study will try to fill the gap of the generation gap with information about the topics on which differences are insignificant, and those in which agreement should be found between parts.