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Y
Working With
Generation by Barbara Bassett
As a late Baby Boomer hiring Generation Y for Generation X owners, my job has been challenging. Each generation brings with it a set of ideals, standards and frustrations, and sometimes it’s hard to appreciate what the “young kids” have to offer. Baby boomers are reflections of the teachings of the times… respect authority, be loyal to your company and don’t expect anything without hard work and long hours. Generation X, born between 1964 and 1980, began the trend towards tech-friendly environments, but have been known as being the “cynical” generation, unwilling to follow the ideals of their parents. Generation Y, or “Millennials,” born between 1980 and 1995, communicate almost completely through technology, confounding and astonishing the Baby Boomers and Generation X, who grew up in the pre-CD, VCR and computer world. And
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Generation Y, or “Millennials,” born between 1980 and 1995, communicate almost completely through technology.
Generation Y is large... almost as large as the Boomer group, a group soon to take over where the Baby Boomer leaves off. With Boomers, hiring involves checking histories— how long someone has worked at previous companies, what skills someone has, matching personalities to jobs to keep positions from excessive turnover. With Generation Y, they look at what can be gained in the short run— this generation will switch jobs more than any other generation ahead of them. They view a job as a job, not a career. They are not loyal to a position; they are loyal to fair compensation. They want a future that gears around their needs instead of their employers. If they don’t like a position, they’ll move until they find one they do. Even with compensation, if they can expand their experience by leaving for another opportunity, they will. However, their generation is more likely to return to a company after seeking other skills elsewhere, and their value will only increase. Where previous generations had to learn to use new technology, Millennials have been surrounded by it all of their lives. They grew up in considerably better times, surrounded by things that would be considered luxurious by my generation. They’ve not known a life without gadgets. In a survey of US college students, 97% own a computer, 94% a cell phone. 76% use instant messaging, 15% of which are logged on 24 hours a day, 7 days a week! They use the internet as their only news source. They own and read blogs. They have either a Facebook or MySpace account, and 60% own some sort of portable music or video device such as an iPod. Technology doesn’t scare them; they embrace it. As a Boomer, I can barely hook up my DVD player. They expect more than any other generation and Boomers have to wrap their heads around employees that don’t understand they need to work their way up from the bottom, as many of them have not had to do so because they have been hired for their technological skills. In speaking with many other colleagues and employers, this seems to be the biggest annoyance of the generation. “I have never seen such a group
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of self-centered, me-oriented people in the history of my job” said Kar-ron Wood, an EDD manager. “They come to work and three months later are wondering why they haven’t been considered for a promotion.” However, this fits in with Gen Y’s belief that you get compensated for what you do now, instead of the promise of a big promotion somewhere down the line— something Boomers are unused to. According to several articles, Generation Y doesn’t like to be reminded to finish a job— they work well on deadlines, but refuse to adhere to the “process” older generations are used to. They like flexible hours, flexible locations— they don’t feel the need to conform. Because of the focus on the result instead of the process, they believe they should be able to complete the project as they see fit, whether from home, or after hours. They also expect an open environment— and expect their voices to be heard. They aren’t afraid to voice their opinion; In my experience, they demand it. They like to bounce ideas off of each other, rather than the more autonomous Generation X who likes their own ideas. Graham Sterling, a Millennial that works both for a large company as a programmer as well as owning his own popular news discussion website, told me “I work very hard when I have to but will happily slack off when I can. If you treat me like a kid then I'll perform like one, but I'll rise to near any challenge if you treat me like a professional.” How can this kind of attitude work for employers? Very well, actually! They will not accept substandard technology because they know what is available. If their system at home is better than the system at your office, they’ll expect you to remedy that. Being open to the possibilities Gen Y brings to the table could be the best thing you could do for your company. By understanding that this generation dislikes the path previously laid out for them, you could be bringing on someone that could blaze new trails and pump new life into your department or company. They expect regular salary increases, but will prove themselves first. Where we once depended on social gatherings for networking, this generation already has
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friends across the world, thanks to the technology we did not have. They are into social causes, which if you participate, may take your company in a whole new direction. As for the stereotype of this generation, many of what Boomers consider “bad” traits, can actually be beneficial if looked at with the correct goggles— these kids know how to adapt. They don’t trust “the system” to take care of them; they’ve seen the economy plummet through the eyes of their Boomer parents. To them, there is no sure thing, and if Gen Y is one thing, it’s skeptical. They know that at any time a job could go away— they aren’t hindered by the belief that if you are loyal to the company, it will be loyal to you. They want to believe, but they grew up with large, well named businesses crashing around them. Companies like Google and Microsoft appeal to them as they believe them to be solid employers that take care of their employees. Surprisingly, they are often attracted to places they believe will never collapse, like the government or law enforcement, places many Boomers were wary of. They will, however, trade a solid company for a smaller one if they feel they will have a close personal relationship with the person in charge. Another myth is that they need constant praise. The fact is, Gen Y is working in a worldwide atmosphere with globally reaching companies. Praise from your boss used to be the only way you knew if you were doing well. Now with large companies depersonalizing more and more positions, a little praise goes a long way with this generation. They have drive and new ideas. In fact, the Wall Street Journal stated that in a 2007 survey, most employers praised the energy and charisma of the Gen Y workers, even though they disliked their spelling and grammar skills! Boomers who have become accustomed to spending years climbing the ladder are often annoyed at the generation behind them stealing their thunder. But this isn’t necessarily true. Companies are beginning to realize that this generation
believes that employers are looking at the bottom line, and so are they. Boomers that expect to be compensated for just “working hard and persevering” may very well be overlooked because of the forward-thinking Millennial coming up with a better way to do it now. They are financially savvy and believe in a work/career balance and are more interested in ways to accommodate their family and personal lives. Boomers who may be transitioning into taking care of older parents may appreciate the advances in work/family balance that Gen Y has pushed for all along. Because of this new generation, we benefit now with more flexible work schedules, more recognition programs, access to state-of-the art technology, increased salaries and bonuses, education programs and telecommuting options. And the benefits to us can only get better if we choose to embrace their outlook. Eventually, positions vacated by my generation will be filled by Gen Y. As this happens, the possibilities are endless. Companies in the future that fail to embrace new ideas will be hard pressed to find workers willing to accept anything less. Understanding Generation Y is very important. They aren’t going to be the ones to change, we are. The sooner we implement ways to tap into their ideas, the easier it will be when it’s time to turn the reins over to these free thinkers. Getting inside their heads can keep a company fresh, vital and ready for the next big thing. Generation Y has just gotten started, and we’re already benefiting.
Barbara Bassett is a staff manager in Northern California with 15 years of admin experience. She is also a freelance writer, proofreader and really loves her dog.
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