Archive for Category: Managing Generational Differences
What is the “Gen Y Way” at Work?
Posted in Generation Y/Millennials Management Managing Generation Y Managing Generational Differences Recommended Career Resources on January 24, 2011 at 10:00 am
For this week’s post, I had the pleasure of conducting a Q&A session with Jenny Floren, founder and CEO of Experience.com and author of The Innovation Generation: The Gen Y Way: How New Thinking Can Reclaim the American Dream.
Here is what Jenny had to say about Gen Y and how they approach their job searches and careers:
1. What do you feel Gen Y job seekers have to offer that older (more experienced) candidates don’t?
Gen Y has been brought up using the Internet, watching live, 24/7 news, expecting instant communication and emerging as the world’s first generation of “digital natives.” Today’s global economy brings new challenges and new rules; it truly is a new world—and Gen Y speaks the native tongue fluently. Their unique perspective and new thinking –also known as the “Gen Y Way” – brings a new view on a more socially conscious, global world.
2. You mention in your book that Gen Ys have a ‘why not?’ attitude. What do you mean by this and how is it an asset?
Think about it this way – in your own working environment have you learned more from the folks who have taken your direction as law or those who’ve stepped up to the plate and asked “why”?
In my opinion, an office full of robotic employees can only get you so far. Gen Y asks questions. They’re inquisitive and it’s been interesting to see some media thought leadership that’s condoned this quality.
When Gen Y questions the status quo, it’s because they’re looking at the situation through a different lens, and what they see doesn’t add up. They see that the old ways don’t work—and they can’t help but question why we’d want to continue down the wrong path. This type of questioning shouldn’t be chastised—it should be celebrated and rewarded!
3. What are employers’ biggest misconceptions about Gen Y?
“‘Generation Whine’ is entitled and needy.” For the past 15 years, I’ve been able to observe this remarkable group. What Gen Y really is, is the most misunderstood generation in history. This group is bringing new perspectives, new values and new thinking to the table – and this is exactly what we need to solve the challenges facing our world today.
They question old thinking and assumptions, and the reality is (as mentioned above) some people don’t like having their feathers ruffled. Gen Y also looks for collaborative methods to get the job done, which can differ from other generations’ beliefs that it’s a one (wo)man show.
At the end of the day, they’re less focused on financial endeavors and more so on creating a new set of life experiences and a balanced living. Gen Y isn’t whiny; what they are is in constant pursuit of new opportunities to learn and grow.
4. What is Gen Y’s impact on the workforce (positive or negative)?
I’m obviously going to say positive, but don’t take my word for it! Here in Massachusetts, efforts to attract and retain young, educated talent are a high priority. The Massachusetts Innovation & Technology Exchange (MITX) launched a “Recruit and Retain” initiative to promote the growing new-media industry in the state, and to counter the misconception that all “cool” innovation is happening on the West Coast.
Today, many mainstream companies are attempting to step up the marketing of New England to attract the up-and-coming talent that is so critically important for innovation and growth. This effort by MITX and New England companies is indicative of the fact that the world is beginning to place a higher value on the Innovation Generation’s fresh thinking.
One need look no further than President Barack Obama’s utilization of social, collaborative technology in his campaign in order to assess the value of this new type of thinking.
Do you agree with Jenny’s assessment of Gen Y? How do you feel about being a member of this generation or working with Gen Ys? Please share your thoughts in the comments!
In Defense of 20-Somethings: My Letter to the New York Times Magazine
Posted in Generation Y/Millennials Managing Generational Differences on September 5, 2010 at 7:30 am
On page 8 of the September 5 issue of The New York Times Magazine, you’ll find my response to the recent cover article, “What Is It About 20-Somethings?” as the featured letter. I’m very grateful to The Times for printing my comments.
Here is an excerpt of my letter:
As I read Robin Marantz Henig’s discussion of 20-somethings, I was struck by the sense that the new life stage she was ascribing to this generation could actually be something that adults of all ages experience today: feeling unstable, struggling with ferocious competition for jobs, wondering if our relationships and finances can go the distance.
I consider it progress that every young person doesn’t feel the need to complete school, leave home, marry and have a child by a certain deadline. There is no “one size fits all” adulthood…
Read the rest of the letter here.
What did you think of Marantz Henig’s article? Please share your thoughts!
Overcoming the “E” Word
Posted in Career Advice for Young Professionals Generation Y/Millennials Managing Generational Differences Professionalism on August 30, 2010 at 9:09 am
Lots of people are buzzing about the recent New York Times Magazine cover story, “What is it About 20-Somethings?” The article focuses on the fact that today’s 20-somethings are “delaying adulthood” by moving back in with their parents, marrying later and hopping from career to career.
The article speculates about whether these shifts are happening because of the current economy, a fundamental change in the definition of adulthood or — as many of the article’s more negative commenters believe — the “entitled” nature of the Millennial generation.
Personally, I believe that 20-somethings are simply reflecting the reality of our current times. But I have seen evidence that some Millennials aren’t aware of the way they are perceived, particularly in the workplace. Every day I hear recruiters and employers complain that today’s young people have a sense of entitlement — a belief that they deserve jobs, high salaries and advanced responsibilities even when they don’t have much experience.
Whether you personally feel this way or not, it’s important to understand that this perception of 20-somethings is out there. In many companies, the older generations are still in charge, so when you are looking for a job or wanting to advance in your career you’ll have a better chance of success if you avoid the “entitled” label. Here are some tips for overcoming the “E” word:
1. Show appreciation for responsibility and opportunity.
One of the biggest grievances I hear from managers is that Gen Y employees expect to be given high-level, exciting work on Day One of a job. Never forget that you are being paid to work! And your bosses probably “paid their dues” for a long time to get where they are. Many of them expect you to pay your dues too, even though technology and business move much faster these days.
The best way to receive the kind of work you want is to do a great job with every assignment you’re given. Then, when you do receive increased responsibility or a cool project, be sure to say thank you to the person who assigned it. Gratitude is remembered and rewarded.
2. Follow protocol.
While you may want to share your suggestions directly with the CEO of your company, it’s probably more appropriate for you to share those thoughts with your direct boss first. This type of hierarchical reporting structure may change someday when Gen Ys are in the corner office, but for now, it’s reality. If you’re not sure whether it’s okay to reach out to someone at a higher level, ask your boss first.
3. Focus on what you can do for your employer, not the other way around.
In cover letters, email messages, conversations with recruiters, salary negotiations, etc., make sure you frame your value in terms of what you can offer, not what you need. Recruiters roll their eyes at cover letters that begin with, “I would like to find a position in which I can learn.” Likewise, negotiations fail when you ask for more money because, “I need it.” You’ll have a better chance of getting what you want when you focus your argument on how it will benefit the company in terms of increased sales, more productivity or lower costs. Always ask yourself, “What’s in it for them?”
As I read through the above list, it strikes me that avoiding the entitlement label is really about using your common sense and best manners. What do you think? Please share in the comments!
How to Manage the Technological Generation Gap
Posted in Career Advice for Young Professionals Generation Y/Millennials Managing Generational Differences on July 22, 2010 at 8:36 am
Dear Lindsey,
I’m an engineer at a leading tech company, and for the most part I love my job. At 29, I’m one of the younger people in the office. One of the most frustrating things for me is working with much older people who are a lot slower with new technologies — even my superiors who are in technical roles can’t work as quickly as the younger crew can.
And I don’t blame them — I don’t think I’ll be able to keep up in such a rapidly-changing field when I’m in my 60s. Still, it’s hard to watch (or wait for) them to figure something out that I could have done myself in half the time.
How do I show respect to my older, less tech-savvy coworkers without losing my mind?
Thanks,
Young and Speedy
Read my answer to this question on my new “Ask the Gen Y Expert” column at Excelle.com…
On FastCompany.com: Why I Love My Gen Y Assistant
Posted in Generation Y/Millennials Managing Generation Y Managing Generational Differences Personal Branding on September 2, 2009 at 10:07 am
I recently hired a part-time assistant to help me get a bit more organized. As someone who studies generational relationships in the workplace, I was curious to learn how my personal experience as a Gen X-er managing a Gen Y-er would compare to other people’s experiences.
Though we’ve only worked together for a couple weeks, I couldn’t be happier with the arrangement. Aside from the obvious advantages of working with someone younger (she tells me when I need to ramp up the cool factor in my speeches and blog posts), here are the top five reasons I love my Millennial employee:
1. She brings up things that never occur to me. As much as I study Gen Y and correspond with them frequently online, there’s something completely different about having a Gen Y-er physically in my presence. Since she’s fresh out of college, she brings a totally different perspective about my work and the world. By digging into her experiences and hearing those of her friends and peers, I widen my view of what’s important to her generation. For my business and many other businesses today, Gen Y is either our entire customer base or a large and ever-growing percentage of it. No matter what your business, gathering Gen Y input is not only a good idea; it’s become essential.
2. She’s just tech-ier. Much of my day-to-day work involves staying on top of Twitter and leading webinars on LinkedIn. Even with my relatively good technical knowledge, I sit mesmerized as my assistant zooms around on her Mac, flips through her Google docs and takes advantage of all the Internet has to offer. Gen Y has a natural facility with technology that even many of us active in the digital space cannot beat. I didn’t even know what I was missing in time-saving tech shortcuts until I watched my assistant.
3. She understands personal branding. As a speaker and writer, part of my job is selling myself and my skills. Gen Y understands the importance of personal branding, because they’ve been branding themselves since their middle school AIM profiles. In The Narcissism Epidemic: Living in the Age of Entitlement, psychologist Jean Twenge says Gen Y’s preoccupation with Facebook and other social networks demonstrates their high levels of narcissism. To me, it’s not so much narcissism as it is generationally-appropriate personal branding. Whether you’re a writer, speaker, entrepreneur or just working on your professional image, it’s important to have someone who intimately understands personal publicity on your team.
Stop bashing Gen Y workers!
Posted in Gen Y Entrepreneurship Generation Y/Millennials Managing Generational Differences on January 18, 2009 at 10:06 pm
I try to read everything in the news about Generation Y and careers. This means I regularly find myself plodding through frustrating stories about how the Millennials are “entitled,” “coddled” and “disloyal.” Friday’s article on MSNBC.com is yet another maddening example.
When did the Baby Boomers mantra “Don’t trust anyone over 30” turn into “Don’t trust anyone under 30”?
Why, during the worst economy in over 60 years, would anyone tell our youngest workers—our future leaders—that they are “not special” and “woefully unprepared”? If we said this about any other type of worker, it would be discrimination. Why is it okay to bash young workers?
I acknowledge that many Millennials (those born in the 1980s and 90s) are not as prepared as previous generations when it comes to some very important areas of work, such as writing skills and professionalism. I would argue in return that they are significantly more prepared in such very important areas as technology and globalization.
And yes, many young workers like to change jobs frequently. But this is a natural and understandable result of growing up in a time of unprecedented economic expansion, the dot com revolution and rounds upon rounds of corporate downsizings. Millennials know they’ll never work at one company for 30 years and retire with a gold watch. They’re not disloyal; they’re realistic. And, when they find a company that has adapted to the new realities of the workforce, such as Zappos.com, they do stay. (more…)
This week on FastCompany.com: Why Your Company Needs Millennials
Posted in Generation Y/Millennials Managing Generational Differences on September 23, 2008 at 12:13 pm
Hope you’ll check out my post this week on FastCompany.com: “Why Your Company Needs Millennials: 5 Reasons to Love Gen Y”
It’s no secret that Generation Y workers (a.k.a. Millennials) don’t exactly have the best reputation in the workplace. Perhaps you’ve heard some of the following comments made about this generation, born in the 1980s and ‘90s:
“They don’t want to pay their dues.”
“They act so entitled.”
“All they want to do is play on Facebook.”
No stereotype is ever 100% true, and lots of people have good things to say about today’s young workers, but these negative perceptions are definitely out there.
Do Millennials have a lot to learn? Yeah, probably. Will Millennials outgrow their quirks? Maybe. But my belief is that companies that act now to take advantage of Gen Y’s strengths and help them overcome their weaknesses will have a major talent advantage today and into the future.
Here are five reasons you need Millennials at your company right now…
How Gen Y is changing the medical profession
Posted in Generation Y/Millennials Managing Generational Differences on April 29, 2008 at 12:15 pm
In another sign that the Millennial generation is changing the longest-standing rules of work, the front page of today’s Wall Street Journal features a story about the reshaping of the medical profession.
Calling the changes a “cultural revolution,” reporter Jacob Goldstein tells the stories of young doctors who are refusing to accept the long-held practice that MDs should give up their quality of life in order to be on call 24/7. The article discusses new models of medicine, particularly the “hospitalist” model, in which doctors focus on patients who are in the hospital and work set hours for a fixed salary.
The article raises important questions: Are such changes harmful to patients? Can older doctors adapt and embrace new models of working? Are there other ways to change the medical profession as we think about reforming the health care system overall. I’d love to know your thoughts on these questions. Another question I would add: How does this trend affect nurses?
My take is that this is an important step that all professions and career-minded people should watch with interest. We are seeing flexibility and change take place in some of the most traditional industries — finance (with flexible work programs), law (with the suggestion of eradicating the billable hour) and now medicine. We are clearly in the midst of a huge shift in the way we work and the way we build careers. Exciting, huh?
Jack and Suzy Welch heart Gen Y
Posted in Generation Y/Millennials Managing Generation Y Managing Generational Differences on September 28, 2007 at 4:42 pm
Check out Jack and Suzy Welch’s BusinessWeek column this week, where they defend Gen Y against charges of entitlement and dismiss the notion that today’s young workers are only out for money
They write, “We don’t get why everyone is so down on Gen Y. We think the crop of twentysomethings breaking into the business world right now is about as energized and exciting a group of ‘kids’ as we’ve ever seen…On virtually every campus visit, Gen Yers have asked us about corporate ethics and social responsibility. Many have shown a thoughtful concern about how to strike a meaningful balance between work and life. Some of them have challenged us about the whole notion of winning, asking: ‘Does success only have to be about money?’”
Here’s hoping that more senior leaders start seeing the positives about Gen Y. If they don’t, it’s their loss.
Gen Y and the “entitlement” thing
Posted in Generation Y/Millennials Managing Generation Y Managing Generational Differences Professionalism on September 11, 2007 at 4:18 am
This article appears on the WORKS by Nicole Williams website — thanks to the team at WORKS for making it a featured story!
Here’s an unfortunate news flash: Current twentysomething career women—part of Generation Y—don’t always have the best reputation in the workplace. Perhaps you’ve heard some of the following comments made about your generation (not you, of course…just, um, other people your age):
“They don’t want to pay their dues.”
“They’ve been overly coddled and want instant feedback and instant gratification.”
“All they want to do is play on Facebook.”
Ouch!
No stereotype is ever 100 percent true (and lots of people have good things to say about today’s young workers), but it’s important to know that this perception is out there. Why? Because if you’re aware of it, then you can learn and benefit from it…
Click here to read the rest of this article.
