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There’s no doubt that Generation Y will fundamentally change corporate America. It’s already started. Managing Gen Y is the hot topic among consultants, Human Resource executives and talent management professionals. For a Gen Yer like me, this is great news.
We have a voice, and we have the ear of the decision makers. Not bad for a group of lazy, entitled, twentysomethings. We’ve learned the importance of balancing work and life from our overworked parents, and we’ve watched our older siblings and cousins struggle with their baby boomer bosses who refuse to retire. Now we’re primed to change the workplace for the better. Here’s how we’ll do it.
1. We’ll Hold Only Productive Meetings
Meetings are important, sometimes. A good meeting will pull everyone to the same page while motivating them to get the work done. It’s rare when that should take more than 30 minutes. Efficiency is the name of the game with Gen Y. We know that a drawn out meeting really means, “we have no idea what we’re doing,” and these time suckers actually halt productivity and stifle creativity, the qualities that they were supposed to encourage. As soon as Gen Y is running the show, watch wasted meeting time drop dramatically.
2. We’ll Shorten the Work Day
The work day is eight hours. Or so they say. A real work day for most of us, if you include the commute, lunch, breaks and maybe dinner, is at least 10 hours. But how many hours of the day are actually spent doing real work? I would guess about half. To truly balance work and life, you cannot mess around and waste time at the office. Gen Y knows this. We’re productivity machines; we will figure out how to get as much done in six to seven hours as the average boomer does with his eight.
3. We’ll Bring Back the Administrative Assistants
Back in the day, nearly everyone had a secretary. These days, you have to be a CEO or high level executive for a Fortune 500 company to have an assistant. Sure, this saves the company a ton, but Generation Y won’t stand for it much longer. We recognize the value of time. Two extra hours per day not filing papers and mailing checks adds up to over 500 extra hours per year that we can spend with family and friends. Even if it comes out of our own pocket, Gen Y will cough up the extra dough to get a part time or virtual assistant.
4. We’ll Redefine Retirement
Retirement is dead. It’s dead for a number of reasons, including the issues with social security and middle class America’s inability to save any money. But Gen Y will figure out how to save money to retire–we’re already demanding 401K’s and excellent benefits. However, we will re-invent retirement by taking multiple mini retirements instead of calling it quits a few years before its time to croak. Maybe in our late twenties we’ll take a few months just to travel the world. Then, as we approach parenthood and our kids grow up, we’ll take a year off to enjoy time with our family. Then we’ll return to work, refreshed and ready to go. When we hit 65, it will be the new 45 and we’ll have a solid 15 to 20 years left before we take our final, very brief, mini retirement.
5. We’ll Find Real Mentors
Gen Y is obsessed with career development. We understand the importance of great mentors and we seek them out. The problem is that many older workers weren’t effectively mentored and they don’t always know how to mentor Gen Y. When it’s Gen Y’s turn to be senior mentors, we’ll know how. As we seek mentors now we’ll learn what works and what doesn’t. And from the time we enter the workforce until the time we’re senior employees, the smartest Gen Yers will figure out how to mentor up. We will teach our older co-workers about new technologies and the power of online communities, and they will respond kindly by guiding us through the insane office politics that exist everywhere.
6. We’ll Restore Respect to the HR Department
Ten years ago, human resources got no respect. Today, companies are just beginning to see the importance. Gen Y recognizes that people make the company successful. Maybe it’s not tangible and maybe it’s not easy to see the direct ROI on keeping people happy, but happy people create successful organizations. All you need to do is take a look at Google, the company that’s quickly taking over the world, to see that happy people are successful people and successful people make a lot of money for themselves, and for the company. HR is not a cost center, its vital to the bottom line.
7. We’ll Promote Based on Emotional Intelligence
For some reason, companies assume that when you pay your dues and you know the business, you can be a manager. They’re wrong. The truth is that seniority does not make a good manager. People skills make a good manager. By the time Gen Y is running the world, we will be smart enough to promote people to managers because they can manage, not because they’ve worked for ten years. For managers, personal work must come a distant second to developing employees both personally and professionally. If you can’t help others, you don’t deserve a promotion to manager and you will be left behind.
8. We’ll Continue to Value What Our Parents Have to Offer
Sure, Gen Xers can laugh about it now, but Gen Yers respect our parents, and our parents are interested in every part of our lives, even when we’re 30. Don’t be surprised to see Gen Y employees giving their parents a tour of the office and calling up mom and dad for a little advice on their lunch break. It’s not about being babied or refusing to grow up, it’s about a level of mutual respect that Gen Y has for our parents and our parents have for us. My mother is coming to visit in a couple weeks, and guess what our plan for the day is? A tour of the office and a couple hours of work for each of us before we go out and do the tourist thing.
9. We’ll Enjoy Higher Starting Salaries
Sure, Gen Y is interested in volunteering, putting a halt to global warming and all that other good stuff, but we’re not our idealist parents. We watched our parents get laid off and we know that companies look out for themselves, so we do the same. Gen Yers will gladly accept a higher starting salary than promises of raises and promotions that we may never see. Additionally, all we have to do is go to Payscale.com or some other site to find out what the average starting salary is. Then we will ask for more, and we’ll probably get it, because we know we can get it elsewhere if your company won’t give it to us.
10. We’ll Re-invent the Performance Review
Semi-annual or annual performance reviews do not work. Gen Y wants constant feedback. If we’re only at a company for two years, we cannot wait for our one year review to find out how we’re doing. Gen Y will invent the on-the-spot performance review. The smartest companies will train their managers in giving frequent feedback, and the companies that don’t will get a quick reality check when their Gen Y employees demand them. Spot reviews lead to consistent improvement, and consistent improvement is what truly matters to Generation Y.
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54 RESPONSES TO "CRYSTAL BALL: 10 WAYS GENERATION Y WILL CHANGE THE WORKPLACE"
As much as I'd love to see a future with this kind of workplace, I'm calling Ryan out on #9.
Economics trumps wishful thinking.
@Mike: Dude, you need to lighten up. But since you did ruffle my feathers a bit, I responded on my blog (it's kind of lengthy so I didn't want to waste the space here).
The Generation X/Generation Y divide that GenerationXpert illuminates with her/his sarcasm troubles me. Is it really so vast and really so accurate? Ryan identifies legitimate points in his post, and "Xpert" marginalizes them unfairly. Sure, propping up such a divide between generations benefits some of the folks (perhaps GenerationXpert?) who are trying to make a career out of being a Gen X or Gen Y expert, but it's a lot of heat and no light for the rest of us. There are more things that unify us than divide us.
Viva la Revolution!! I sure hope your right -- but there's no objective proof that you are.
Oh, this sounds like a dream workplace :-) Promoting based on emotional IQ is genius.
@Amanda
I am in IT at a non-profit hospital fundraising unit of ~100 people.
Non-profits have great opportunities available for tech people with a broad skill set - especially web development, databases, and reporting.
Ryan, I was born in the last year of the boomers, and I applaud your post. As we age, we tend to temper idealism and a fervent belief that change is possible with the wisdom of "age." I say the world needs more idealism, and an absolute passion for changing the status quo. Many boomers have realized many of the things you pointed out (such as mini-retirements) and we link arms with you as we all work toward changing the way we work and the way we view it.
I feel there is something ommitted from this discussion, and more of a question; Gen Y's attitude towards graduate degrees. More people are getting graduate degrees at a younger age. A college degree is no longer considered an end-all is it was a generation ago. Lots of Gen Y's have a career plan that involves working for a few years to get experience and settling on a proffession of choice. Then going to graduate school for it. Therby, slingshoting them into the middle management roles, putting in the right place to institute the changes this post talks about. So the question is how is the influx of graduate degree holding Gen Ys into the work force going to change this whole dynamic, because they cannot be discarded as lazy and non-career oriented.
I know a lot of Gen Y who are already managers and frankly they are dreadful. And this is why I say so.
When you are a manager you have to create the future. It isn't enough to "click away" when you don't like something. You have to solve problems when something is unsatisfactory.
The world is changing fast. By the time most managers are Gen Y it will be a very different place. I don't here much about the nature of the future. Or your respect for the people coming behind you, who will be different again.
As friends, students, clients and subordinates - I am happy. I still want to see Gen Y rise to be puppet master rather than solo player who departs when there is something better to do.
Answers? I am genuinely interested.
Hey all,
Thanks for the great comments and discussion. Steve brings up some great points. Boomers will hold on to their positions, Gen Y will not take over the world tomorrow, and if things continue to work the way they do now, increased efficiency will only lead to longer, but more efficient work hours.
So there isn't too much we can do now to implement major changes in organizations other than make our voices heard, and ask to be treated like everyone wants to be treated. However, we can do things like hire virtual assistants and outsource our work (personal or professional) and we can have a common goal of a better work environment and overall better way of life.
I do think its a very interesting point that starting your own business will bring you around to the boomer way of doing things. I've seen this first hand. I've worked 90 hour weeks and I've stressed about work when I wasn't working. But I now see that it's only counterproductive. There are some universal business truths, but everything can be reinvented.
It's not about a quick fix for a broken system its about a massive group of people working toward a common goal. It can happen.
I would love to comment on the rest of the points, but I'm at the airport and missing my flight is probably not the most efficient or productive thing for me to do :)
@Steve: I want to work where you do!
It's the whole idea of 'working the system' or 'playing the game' that I find so tedious. And yes I'm probably a little more scarred then the average person. I've had work stolen and even being able to document it I was basically told 'So?'. I've been fired for asking too many questions. I've been let go because my company was sold or a manager who loved left only to be replaced by someone unqualified but with seniority, etc.
As for benefits - I'd love to know what field you work in because I have spent most of my 20's as a contractor. Thus leaving benefits to be some mystical creature I hear some people have met.
Ye, it is a grand vision, but why settle? I may not get an A+ in a calculus class, but if I decide I'm really only a C level calc student then I don't really know how close to that A+ I could have gotten right? I'd rather fall short of ideal then never push beyond the attainable.
Ryan, How right you are.
And, the changes you describe will take place without the intentional effort of the boomers, Gen X, or Gen Y.
The conditions you describe are the result of the natural forces of the changes that have already taken place in the demographic and technological world.
You will be very pleased with my new book, The Squaredime Letters, which will be released this summer. Squaredime presents the struggle between two conflicting business models, the mechanical and the organic. The mechanical one of Traditionalsists and Boomers, is passing away, in favor of the organic one. The organic model is much more productive, and inclusive, and offers the only viable solution to the social, political and economic "woes" characteristic of today's American landscape.
I welcome linking your blog with mine.
@Amanda -
I don't think I came across as bitter at all - just accepting of the rules of the game as they exist today. And in no way did I defend those rules either. You seem to be the bearer of bitterness here.
Change will come - slowly.
As for moving up, you may be right about some boomers being deliberate obstacles to GenY advancement, and that is wrong. Merit should drive advancement, and that is the standard I apply to my employees. My personal experience with GenY employees (in the 22-27 age range) is that it has been a struggle to get them to show up five days a week for work, let alone get work product back on time or even approaching the necessary quality (even after frequent and comprehensive feedback sessions). My experiences are that for these folks, the job is an absolute secondary consideration for everything else in their lives. Now I don't want to generalize either - I can only speak from my experiences. I know that many GenY folks are hard working and responsible people that have a lot to offer.
My employer offers good wages, a 401K match, a fully insured pension and top shelf health care. Once you are with us for two years you earn 34 paid days off per year. No one in my unit works more than eight hours a day. I define outcomes for my employees and let their talents get us there - there is no micromanagement - unless you fail with outcomes. I encourage educational opportunities - advocating for company resources to pay for them.
I have no regrets. I have learned how to work the system as it is for my and my employees collective benefit.
The message I am trying to impart here is not that GenY is a collective bunch of naive slackers. It is that your best bet at driving change is to accept things as they are and make the changes incrementally as your career matures.
Ryan's post is a grand vision for how things should be - I kind of admitted that in my original post. I just question what level of expectation GenY should set for itself in making change happen.
@Michael
I would only submit that if you think the answer is to start your own businesses, know that with that comes even more than a 40 hour work week, higher tax and regulatory burdens, responsibility for others, and the real possibility that doing so will actually bring you around to the boomer way of doing things faster than the acceptance process will take.
And to be able to retire and care or yourself, you have to be making/have made enough money to do what you suggest.
All of the outside of the box thinking in the world will not change the fact that you cannot enjoy a comfortable standard of living without a work ethic to match it, and getting more out of life is not generally possible by doing less work.
Ryan, great post. The only point I don't agree with is how you want to reinvent retirement. Personally I'd like to take 15-20 years off traditional retirement and "retire" at 45-50. The thought of working until I'm 85 (because I have to) kind of makes me sick.
I'm a last gen baby boomer.
Not to sound ugly or anthing but having been a manager of people and for people. I give you three comments to ponder.
1)If I have to do this why do I need you?
2)Whats in it for me?
3)Either get it done or I'll find someone who will.
While I applaud your idealism you are blinded by yourself.
Hi Ryan,
This is very interesting. I have some comments to share...hope I'm not too late the party.
1. We’ll Hold Only Productive Meetings - I agree. Gen 'Y' gets rather impatient when there is a lack of efficiency and when stuff being talked about is meaningless. I think that not only will 'Yers' will hold fewer meetings, but there will be more flexibility in terms of attending meetings if staffmembers do not feel that the material being discussed is pertinent. More summarized technological collaboration will take place to keep people in the loop.
2. I don't think this will come about, to be honest. Fifty or sixty years ago, magazines had articles predicting that by the 21st century, people will work a four day workweek and work only a few hours a day. Guess what? That never happened! In fact, compared to the post-WWII era, we are working much more...although the work is less strenuous on our health, we may spend more time working than any society since the turn of the last century, when progressives were crying for labor reform. Although we might say differently in public, I think based on what I have seen, Gen 'Y' does not mind working long hours, as long as the work is meaningful. Assuming such work can be found, I don't think this will change the number of hours worked. There will probably be more efforts made in terms of increasing vacation time, however.
3. That might happen, although it is hard to say. I think that increased technology might result in less demand for administrative assistants, but perhaps if the AA role becomes more "hands on" and incorporate different roles, I can see that happening. For instance, I have seen ads for "Administrative Assistant/Marketing Coordinator". More of that might occur in the future.
4. I think that is an accurate assessment. I see Gen 'Y' working into their 70s, 80s and perhaps 90s. However, I don't think we desire to work every day for the next 50-60 years. Sabbaticals will become more popular. Also, I think the era of the two-week vacation will end. Gen-'Y' is a global generation which likes to travel...two weeks cannot go far if you want to travel abroad, visit family, and perhaps have a day or two left over for playing "hooky" during the summer. The European model will become more popular.
5. Agreed. Mentors have been time and time again been shown to be vital in a young employee's career. While many companies and managers have not realized that, Gen 'Y' has. If a boss isn't interested in being a mentor, his/her charges will seek people who are.
6. I think this is true...more companies are starting to invest in strategic departments to seek the best and brightest.
7. Absolutely. But I think this is starting already...there are many people who only have a few years' experience in the workforce who have already been bestowed titles of "manager" and "director"...this would not have happened even ten years ago. It is not uncommon for someone who is down on the bottom rung might suddenly jump several levels if he/she is doing a good job and is recognized. And while some older employees might feel disgruntled (especially if the 'Yer' is managing them ala "In Good Company"), from all objective accounts, 'Yer' managers have in general been very effective.
8. Yes. Seeing that the oldest members of Gen 'Y' are now 30 (including myself), there is no reason to disagree with this. While many companies still bristle at the idea, events like "Bring your Parent to Work Day" are becoming more popular, and some companies (like Enterprise) are actually encouraging parents to get involved in the hiring process.
9. Again, agreed. While I think there is a significant segment of the Gen 'Y' population that expects higher salaries out of greed, I think a lot of it is necessity too. If you are tens of thousands in debt and have to pay $400-700 a month in loan payments, you need a much larger salary compared to your predecessors who may not have had loans in order to make ends meet. Not to mention inflation and rising gas prices. This is probably the first generation in history where you have a large segment of young adults who work a professional job during the day and wait tables at night. The only way this could change is if companies pay more liveable wages and/or provide meaningful raises (i. e. not 3% annually) for a job well done.
10. Finally, agreed. I have worked at companies where I have until my review to get any clue of how I was doing. I don't think a "formal" review is necessary, but meetings every month or even biweekly to discuss progress would be beneficial. Fortunately, I've latched onto a boss who will provide this...and for that, I am grateful.
So all in all, I agree on most points (except perhaps number 2). I wouldn't be surprised (at least I hope) that most of these will become more and more part of the working environment over the next decade as Gen 'Y' really starts to flex its muscles in the workforce. It may take a while to become widespread, but I can see signs of this already.
The drum beat of "we'll [meaning those of us that heven't done it] do everything, for all people, all the time -- including myself" is, frankly, getting tired. Why do we speak in platitudes about experiences we've never had? Is it for that very reason -- we've never had them?
It's troubling to me that you say, "it’s not about being babied or refusing to grow up, it’s about a level of mutual respect that Gen Y has for our parents and our parents have for us." Is there mutual respect? Or are we really being babied and pretend otherwise? Why do you speak as though one's respect for their parents didn't exist until Gen Y? My parents had considerable respect for their parents that was displayed in ways that are almost foreign to me.
As a frequent visitor to the site, I now am bothered by an obvious antagonism that exists only in the blogosphere (i.e. generational) -- where the inexperienced pass themselves off as self-appointed experts on any subject that they wish to opine -- then hide that fact with a cry of, "but we're better and different, so we don't need to prove it." Why?
Sorry, but this post was so indistinguishable from the multitutde of others that it made me question what we're really all about. Why is it necessary to talk about "Gen Y" -- as opposed to particular people or experiences -- as possesing something unique?
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@ Steve
Part of the reason all this is going to change is that Gen-Yrs aren't going to stick with companies that don't want to innovate. You say we'll be stuck in the backseat: that's not necessarily true. If we can't find a company that values us or gives us opportunities to advance, then we'll go and start our own. It's an increasingly viable option that even Boomers and X-rs are embracing.
As for retirement and healthcare: Same story. If we think out of the box, a lot of new possibilities open up. You don't have to get these things from a company you work for. If you deal with your money and invest wisely, you can take care of all of them yourself. It's not just about making the best of current ways of doing things, it's about doing things in new ways.
While I appreciate the optimism, let's temper it with some reality - some of which I privately rail against myself, but accept as the world it will be for a while.
First of all, precisely because of the retirement crisis for boomers, don't count on GenY being in charge anytime soon. Boomers likely will be working and holding on to their leadership positions until they are pulled from their cold dead hands. A contributing factor to this is the fact that in today's dollars, we spent nearly $100K per child of what could have been our retirement money to put GenY through college. This will have many consequences for GenY.
1. The preconceived notions of boomers - right or wrong - about GenY and the boomers' need to retire comfortably will be obstacles to opening the doors of leadership anytime soon. Know and accept that you will be in the backseat for at least another twenty years.
2. Being efficient at work will not mean you can negotiate more time for your personal life, it will mean your output will be even more measured, and you will be asked to work the same 8, 9, 10 hours a day - with the expectation that you will get even more work done. Your productivity gains will not be allowed to accrue to your individual benefit - only the company's. And if GenY fails to accept that, there will be plenty of boomers pushed out of other positions needing to fund retirement who will be happy to take those jobs. And those employers will be happy to have a low maintenance person who pays their dues over a flighty, demanding and high maintenance GenY employee.
3. As a corollary to #2, because GenY can get even more done in less time, it will mean we will need even less administrative support. And in a business climate of increasing resource scarcity, reduction of payroll via high productivity is the default solution to boosting the bottom line.
4. Google is unique, and is not a representative example because the type of work done there naturally allows for more progressive approaches to work - in their part of the world. Google tactics don't translate well to manufacturing or health care for example. And if GenY would see this, they would see that health care will be the biggest single employment growth area in the future. But I am guessing that the time and dedication required to care for others won't fit today's GenY attitude about work.
5. Mentors will only rise to help GenY if they appear to deserve the attention of boomers to do so. And that is where playing by today's rules clashes with the change GenY desires. What employer will invest special time with someone who the data say will leave you in less than two years? I doubt there are any data to support that a good mentor translates to higher employee retention rates. If I were a mentor for GenY today all I would offer is this: Suck it up Nancy. Show me what you've got and prove that your performance level stays high for the whole work week, every month, for a few years, and maybe we'll talk about what your future might be. You do not gain the right people skills and emotional intelligence to lead except through your track record, your experience and time.
6. The market sets salaries, not demanding job applicants. Data may be out there to set general expectations on, but know that if you have less than two years experience for any position you apply for that AT BEST you get to the first 1/3 of the pay grade range. Companies are also very sensitive to pay equity within departments now and are loathe to pay "the new kid" more than the ten year employee with a track record of results makes.
7. A mini retirement strategy won't pay for your health care when you are elderly.
This dream scenario of work life is a pleasing one - one which I think most boomers would love to have as well. But at the end of the day, the work has to be done according to the wishes of our employers. And as long as our employers are boomers, know that a part of their culture is that they need to be the best, stand out, etc. How do you do that? By doing everything you can to exceed expectations at work. All boomers hear from GenY is how they want to diminish expectations at work and reduce work's role in their lives.
Someday GenY will get it - they are eventually going to have to pay the bills too.
You and Steve both have good points, and he might think you're smoking the Crystal Meth Ball...but I think Ryan is seeing correctly that we're already starting to redefine the workplace.
BUT - only where we're allowed to. Some managers will be as (or more) conservative than Steve makes them out to be. It's true. I work at a place where that Gen Y dream he speaks of could actually work. Friends of mine don't, and things for them may never change.
It's up to us to choose correctly as well.
Ryan, this is excellent material and I'm with you all the way. I'll have to share it with folks in the office today.
#11: At the end of each fiscal year, everyone will get a medal and a certificate of appreciation signed by their direct supervisor!
#12: On their birthdays, each employee will get a CD with a birthday song written just for them!
#13: Each September, the company will round up all the Gen Xers and ridicule them for their sarcasm and negativity.
#14: Each October, the company will round up all the Boomers and force them to participate in Amigo races.
#15: And each November, the company will round up all the Millennials and give everyone a star on their forhead for being such great team players!
Great post! Whose to say this can't happen. Pretty soon, we'll be creating the rules :)
If you would like to read what a psychoanalyst writes check out my paper.
7. We’ll Promote Based on Emotional Intelligence
This point speaks volumes. I hear and see too many cases where people are promoted and hired for the wrong reasons. Paying attention to one's emotional intelligence and "instincts," are drivers for good decision making, people skills, and successful outcomes.
Thanks for writing on Gen Y!
@Steve: Wow bitter much? I think Ryan has a lot of valid points. Also, I am a member of Gen Y and I've been paying my bills for almost a decade now. As our probably a good portion of us. Do you honestly think my mom is popping for the monthly payment on my Acura? And the insurance that comes with it? Please. Young does not equal helpless or deluded. Ryan seems to be pointing at the things we want out of a career. Will all ten happen? Probably not, but if as a generation we are all striving for these things how can you say none of them will happen? Honestly you come across as an extremely bitter boomer who fell in line to be someone else's bitch for 30 years. Your regret has little to do with our future.
A few specifics:
1)Mentors will only rise to help GenY if they appear to deserve the attention of boomers to do so.
I think boomers for the most part are so desperate to keep their jobs that most of the attention paid to young people is ways to keep them from hijacking their positions. I've been through several different kinds of companies in my 20's and seniority rules over talent, ability or effort. So does EQ - Popular gets you much further today then hard work. I was born & raised to work hard and be proud of what I do. You know what that leads to? Getting fired usually. When I tried to do my best, take on more & slug it out for upwards of 65+ hours a week I was seen as 'threatening', not 'fitting in', etc. Now that I've settled into a place where about 10% of my ability is used everyone loves me. Plus I have 90% more time to pursue the things I actually care about above & beyond what pays the bills. I don't think it's right. I just think that is how it is. My boomer mother is learning the same thing after being in one place for 34 years - The work place is different. Much different.
2)A mini retirement strategy won’t pay for your health care when you are elderly.
Even having the opportunity to get health insurance while I'm working is a lost art. So the cushy lifelong health benefits my parents enjoy are never going to apply to me. You might as well talk about a pension while you are at it. Both are concepts from the dark ages that are no longer relevant.
If you mean using personal finances to pay that is equally as amusing. The system (at least where I live) is setup completely in favor of those without money. The poorer you are the better health care you can receive. The state loves to pickup the tab when you seem like a member of the downtrodden, a minority or whatever.
Obese? Not only can you get bypass but also all the re-constructive plastic surgery after you lose the weight. Have a few bad teeth? So what? Have a majority of them rotting away & suddenly the state is ready to buy you a whole set of screw in teeth. Have a college degree & are out of work and need a doctor? Get ready to setup an installment plan. Out of work high school dropout with 3 kids? You can sign up for the state plan of your choice for free!
Overall the biggest difference between Boomer's & Gen Y is that you guys were wiling to wait 20 years in the backseat to take someone's slightly cushier job but at the end of the day still had an 'employer'. Gen Y (whether feasible or not) has figured out that a lifetime of working for someone else is a sucker bet. If you really want all ten of those things you go out & get them for yourself. Find your own mentors, start your own company, anything to get outside of the box. Isn't that exactly what Brazen Careerist is an example of?
Ryan, I completely agree with you on all of these points. HOWEVER, we have to realize that it isn't going to happen this week, or even this year. We have to play the corporate game, rise up the ladder a bit, then we can have true influence to make changes. I wrote a post on this very thing yesterday...
re: 10. We'll Reinvent the Performance Review
I hope so. A constant feedback loop is so much more beneficial for growth and performance improvement. Most of the the boomers I've worked for hate giving it, but once I've twisted their arms, their constant feedback has been incredibly valuable.
@GenerationXpert and all,
I want to apologize for the unnecessary barb to you about profiting off the Gen X/Gen Y debate. I don't know you, and I shouldn't have gone there in my comment. I do believe Ryan makes good points that your first response unfairly marginalized. His points should not be reduced to "Gen Y just wants a gold star." At the same time, the feedback you and others provide that his presentation may be too strident are important, as well. Thanks for the lighten up advice. I am a pretty light guy, but my commment didn't communicate it. :-) I apologize again. Check out GenerationXpert's blog for her response and my apology and comment back in more detail.
I hate to be negative, but this post is pretty idealistic.
I am part of Gen Y, and while I agree with some of your points I do not think you're representing the whole generation well. But, it's not your fault- how could you? How can you assume that a whole generation is more career focused than the last? I think you're only referring to the career-oriented, focused, and hard-working Gen Y'ers...and I do not believe that represents the whole generation.
I am someone who went straight through from High School to undergrad to a Ph.D. program (and is now considering an MBA), and yet MANY of my friends quit their jobs to pursue professional poker or professional video gaming. No, I'm not joking. So, I cannot agree that Gen Y as a whole is career focused. I think our goals are lofty, expectations are too high, and expect tto have things handed to us.
From a recruiter perspective (my former career), I saw a lot of Gen Y'ers who were fed a big line of bull about what salary they'd make after college and then they demanded they get at least that amount. Or, my personal favorite, they logged onto Salary.com and said "This is what people make on average (nevermind things like experience, education, on-the-job training and ability), so I want more than that my first year out of college." Nevermind the fact that they showed up to the interview in a wrinkled shirt, smoked a chimney before walking in and still had X's on both hands from partying the night before!!!!
Unfortunately, I saw a lot more people who walked in saying what they DESERVED without giving reason than I saw of people wanting benefits, experience, and mentors.
My personal favorite part of Gen Y'ers was running a quick Google search on every candidate and finding their FaceBook/MySpace page which inevitably included drug/alcohol/sex references, nearly naked ladies, etc. Classy!
I agree that the work week will be shortened, but it's not because we will focus and get everything done quickly, but more because we'll just feel we've done "enough." You're probably right about bringing back assistants, because we feel "above" menial tasks like photo copying and getting our own starbucks (gasp!).
I also don't believe our Gen will find Gen X or Boomer mentors because our Generation doesn't stick around in a job that long anyway. Statistics show that loyalty to a company is not something Gen Y is known for.
On a positive side, I believe our generation will balance work/life better. I think we'll wait to marry and have children until later in life (thanks to Sex and the City) and we will take advantage of telecommuting (especially if gas prices continue their rise).
I think our generation will redefine "resourcefullness" and rely more on ourselves (i.e. the Internet) to find solutions.
I do think that Gen Y will be amazing networkers (albeit lazy networking). After all, it is annoying to remove "friends" from FaceBook, LinkedIn, Twitter, FaceBook, etc.
Sorry to sound like a hater to my own generation, but I have to be honest!
I especially like the point about promoting to manager based on emotional intelligence.
What I find fascinating is how each generation thinks it's inventing things, when in fact the attitudes and ideas have been around for much longer.
The desire for fewer useless meetings is not original; nor is the desire for a shorter workday.
Who will be the administrative assistants? Won't they be looking for the same opportunities you are? And in response to one comment, if the idea of an AA/marketing coordinator is new, why was I offered that job 15 years ago?
The issue isn't that Gen Y brings their parents to the office to show off the workplace. It's that their parents are attending their job interviews.
Of course you'll get higher starting salaries (as long as the economy is going well). Every generation gets higher starting salaries. Inflation works that way.
I'm sure that many people will see this as a sarcastic Gen X response. And to some extent it is. But one of the things you can learn from mentors--or, in the broader sense, people who went before you--is that they have dealt with the same things you are dealing with. The issues are not new. If you find the solutions, fantastic. But you're not the first to try.
And you're not the first to be certain that you can solve what others haven't. That's not being part of Gen Y. That's being a particular age. My children and yours will have the same convictions, at least for a while.
I've come to enjoy the GenY ramblings on this site. It's naivety is appropriate to the age (everyone is a knowitall at 20) but is still embarrassing. I'll bet if there were blogging 30 years ago you would be reading very similar sounding rhetoric.
I'm suprised at the number of outlashing from Gen X'ers here. You think the truly enlightened Gen X manager would see the passion of a younger generation, and take advantage of it while they are still a fresh perspective.
Is this your management practice for Gen Y employees? Crush their idealisms and send them home with their tail between their legs?
I would suggest reading the following post (and subsequent posts thereof):
http://blog.novorum.com/?p=5
It helps explain some of these trends, and proposes solutions. Hopefully this will help some X|Y relationships in Corporate America.
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Amanda;
After reading your comments in response to Steve my initial assessment was the proverbial pot-kettle adage. While Ryan and Steve have valid perspectives that is all they are. Even the high school dropout with 3 children living on state and federal funds has validity. As for emotional maturity in leadership I choose wisdom acquired through solid depth and breadth of life experience, which by the way isn't measured by time. I am slightly too young to be a Boomer and too old to be a Gen Xer. While it is a wonderful thing to be a Gen Yer, like my parents and the run-a-way enslaved of my ancestry, each generation makes a level of sacrifice for the next. The poor will always be with us and so will the wealthy, the wise and the foolish. Hedge your bets, be wise, compassionate, understanding and objective and know that change is good wise transition is better. A judgmental disposition gets you fired, but you have experienced that already, the real question is did you learn the lesson of that experience for your personal growth and Emotional Maturity?
Sounds great! Now, get off Facebook and do something about it!!
I see validity in all the points made here.
What I take away from this is that Gen Y should be careful about their expectations, as they could be in for some serious letdowns granted they allow their idealism to run rampant.
However, at the same token, older generations need to stop bringing personal cynacism into the equation. Having a bad attitude has never helped anybody. Just because you "learned the hard way" shouldn't justify raining on someone else's parade or attempting to thwart reasonable and grounded motivations. You may think you are saving someone a lot of trouble by cutting off hope, but the truth is, you are not experts on how "things" work, precisely because "things" change-- Gen Y is dealing with a very different set of circumstances (as highlighted in the post).
Maybe Gen Y ideas are unoriginal and sometimes naive, but the fact remains that things like problems with social security, the internet, etc. will continue to influence change in the workplace. Maybe for the better, maybe for the worse-- the future is yet to be seen. But anyone with a good attitude knows that things will always be changing and life is what you make of it.
More inflammatory garbage by another GenY blogger who wants to stir the pot and get ppl to post comments on his/her page (and get hits). I guess I am now part of that, nevertheless, hopefully my sacrifice is not in vein and others see how trite and shallow the Yers are in subject matter (maybe because of all that social networking, they aren't learning anything worth talking about).
An adage states if you can't say anything good don't say anything at all. When people learn that there is intelligence in all of creation perhaps we will stop judging and start loving. Happy 4th of July to all and may indepence of mind ring in your lives and joy in your hearts! Light, Love & Laughter
Hey Karrie, notice the box below says "Speak your mind" - NOT... "Say Something Nice".
In regards to this article - let me explain my reasoning for the above post:
1.) Short Meetings
* I do agile software development, which focuses on bursts, constant feedback, etc... (all the things the GenY-ers think they invented, although all of these concepts were introduced in Toyota in the 80s). Even in agile development where they are all about productivity (and zero waste) long meetings are necessary at times do to planning (Esp. sprint planning). which leads me to my second point.... Agile addresses shorter meetings and again, this was developed in the 80s, however, sometimes longer ones are still needed (occasionally)
2.) Shorter work days: Studies (going back to Toyota again in the 80s) show that even the most highly efficient teams reach 60% productivity in 8 hour work days - this means that planning only takes into about 5-6 hours a day of work. Again this is not a GenY concept.
3.) An assistant for everyone? If your job entails mailing checks or filing papers, then work harder for a better job. (I havent done either of those things even when I was an college intern)
4.) If workers define retirement (major impact on the business), then what are customers defining? Perhaps GenY will learn that there is a price, so when your latte doesnt come on time, or your 401k paper dont get processed for your mid-life retirement, its probably because that person just retired for a year. Once people learn business is about making customers happy before the workers theyll understand letting people go for "years at a time" increases waste.
5.) No commment other then "pretentious"
6.) HR is all about making ppl happy? Since when? To your point - Google workers also work 14 hour days, which is against your motto. Great example.
7.) Promote from emotional intelligence? I work for a great company (founded 75 yrs ago), I am young and I am in a higher position then 90% of the people older then me.
8.)Bring your parents to work? What does this have to do with changing the workplace. Sounds like someone needed 10 as an even #.
9.) Higher Salaries? Sure - due to inflation. And you better be good at what you do and not be trying to talk to "older" ppl about social network sites.
10.) Again, agile has already addressed this with quarterly peer reviews. Nothing like constant feedback from everyone you work with/for/who works for you. Again, not a GenY invention - see "Lean Thinking" by James Womack and Daniel Jones.
AJ. Perhaps you may have a better time with this. A Compaint Free World author Will Bowen. Check it out it actually lowers the blood pressure. Seek the high road young man. Nothing other than LOVE is worth has any lasting value. Peace.
Welcome to 2008 and the approaching demise of the Dollar. I am hoping that people don't enter the workforce demanding higher pay from "the boss"
Business will be local. I can assure you we will be our own bosses. No more large over payed under qualified corporate minions reviewing the productivity of the "serf"
its just the way it is. Step out of the office, turn off corporate controlled news and wake up to a refreshing truth. Local business is the way to go. No need for kings anymore.
Where is this pay going to come from? dont you know the dollar is 4 cents of what it was in 1913
your wrong
corporations are outdated. The nightmare they have brought the middle class is over. Its the dawn of true economic freedom.
your making a positive view of corporatism or "soft fascism"
Great 10! The best? 9 and 10 together. Getting higher starting salaries and redefine performance review. Couldn't agree more. Starting off higher shows there's more in today's education and preparation than there has ever been in terms of access to information and knowledge.
Then on the performance review side, think of the world where everyone knows what the other earns and reviews are based truly on merit. Wouldn't that be nice? We can make that happen.
Let me really burst the main bubble here.
From the 50s to the 80s, the US was the leader in science and engineering work. Today, it's mainly a consumer of electronic goods. Much of the R&D has moved to east Asia (S Korea, Japan, Taiwan, and soon China) and much of America's wealth (T-bills, etc) is in the hands of these internationals, in addition to the whole petrodollar system with the Saudis and former Soviets.
Now, Gen Ys (and millenials) are entering a workforce where there's no base of wealth in the local spheres of influence, mainly North America. The east Asian economies have all the tech work (and all the latent intellectual and physical capital) so when a 28 year old tries to out muscle a VC partner because he says he'll find another financier... that VCer will fund an operation in Malaysia or Vietnam to do the same exact work and deliver better results because much of that staff will have MS/PhDs and a ton of motivation to work 12-14 hr days.
The above is the world of the future, not the Seattle coffee scene of the early 90s. So in effect, Gen Y will have no effect or power whatsoever in the years ahead.
These 20somethings and even 30 somethings are a joke. Most of them cannot even manage their own lives much less a work place. If they plan to revolutionize the work place it is because they have nothing to risk. These idiots are still dependant on mom and dad (generation X) for money to bail them out every week and some of them move back home when the going gets tough. X'ers hang on to their jobs by any means possible and have never have asked a parent for a dime. So they make the workplace work for them. When these 20somethings and 30 somethings (spoiled as they are) lose mom and dad as a backup plan they will start crying, moaning and conforming to business like everyone else before them.
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