A 2009 Angus Reid survey of Canadian Generation Y presents a viewpoint that Generation Y may not be the “entitled generation”, a designation that many employers and media outlets have been so quick to assign.
The survey results presented a generation interested in paid internships (for gaining experience), loyalty to their organization and a willingness to start in entry-level positions.
One could surmise that Generation Y’s interest in paid internships stems from their interest in education and self-betterment. They have a history of wanting to be mentored (remember they grew up being coached in everything from little league to homework help). Coaching is a natural element in their education.
Generation Y is also very astute. In the long-term they want career advancement but know the fastest route up the corporate ladder (or lattice) is to prove oneself. Entry-level and internship roles provide foundations to learn the market, organization and specific roles in departments. They are not too good to photocopy, too skilled to make cold calls. As long as their efforts fall into their overall career path, Generation Y is willing to do their share of ground floor work.
Perhaps, Generation Y has been wrongly tagged with”entitlement issues”. Perhaps they are simply realistic when it comes to the new work environment.
Though they are only in their 20s, youngsters coming into their own, Generation Y is nostalgic of better years. Many believe the current nostalgia roots from the tragedies of September 11th.
Generation Y grew up with book learning of wars and global politics. The Silent Generation saw their uncles and fathers leave for World War II. Baby Boomers saw their brothers leave for Viet Nam. Generation X endured the cold war. However, overall the childhood of Generation Y was untouched by terror. That all changed on 9/11.
Generation Y know remembers how innocent life was before that day. The cling for comforts of their childhood past while weathering an uncertain future in the workplace.
They are also a moral compass that should not go unchecked. The youngest working generation strives for human rights, environmental sustainability, responsible branding and actions for change. They are the go-to group to tap into efforts for change and betterment.
Generation Y is knows of a time when the world more innocent. They work, live and volunteer to make the future more transparent and right. Being young gives them the tool of time to get the world in order.
How do you marry two generations so far apart as Generation Y and The Silent Generation? It’s grandparents and grandkids divided together.
How are they divided? There is the “back in my day” camp and on the other side of the watercooler the “they don’t get it” camp. Back in the day of the Silents, young people entering the workforce had to pay their dues (the only expectation of the young worker was that they would have to work long and hard). They had to start on the factory shop floor (and appreciated the factory floor). There were formal roles and strict adherence (mail clerk did not lunch with president, manger or even supervisor).
Generation Y-er’s now “get” that their education and technical savvy allows them to enter into more senior roles right out of university. They don’t need to pay dues in the organization when they already have the tools for the job. No one needs to be a workaholic as they can multi-task expertly. They also can take work home, to the cottage, to the park with the portability of technology. Formal roles went the way of the dinosaur and Generation Y can lunch with the supervisor, manager or even the president).
This is a grand division in thinking. However, these two generations also have similarities can can bridge the generation gap.
They both have a lifelong interest in learning. They both are team players (Silents worked for the family after the war and Y-ers played team sports). They both think in terms of big picture objective. They have the ability to forecast flags. They both have socially networking done better than any of the other generations (Silents know the clients by name, history, company and experience — Y-ers know the clients by website, brand, social network and introduction).
These generations can and will work wonderfully together if they work together leaving their “camps” at the door and playing on their collective strengths. Grandparents and grandkids have a special relationship even in the workplace!
February 24, 2010 at 8:14 pm
· Filed under Generation Y
Generation Y grew up with technology and learning on demand. There generation is unique in that they have the experience and ability to access data in the most quick and efficient manner.
Generation Y can research your organization, your brand, your people in web searches, public on-line databases and portable device applications. They use this information in job searches, professional training, mentor-ships, wealth accumulation and more.
In a recent study by AutoPacific (the study was specific to the automotive industry but can be used here), the study notes that because of Generation Y’s evolution with information,
“…Generation Y [has] a unique ability to adapt easily to change, a willingness to accept new brands…”
When Generation Y is informed they can easily adapt their choices to what is best on the market. This goes for cars, as well as career choices. They will use their information to chose the best career choice.
Generation Y is informed. Is your organization? Are YOU?
If your organization is interested in connecting with youth and Generation Y – then you need to mark your calendars for this must-see event.
Michelle Dagnino will be speaking at the Professional Administrators of Volunteer Resources – Ontario (May 12-14, 2010 Orillia, Ontario).
Her presentation will be on “Connecting With Youth: Strategies for Meaningful Youth Engagement”
This workshop reviews the fundamental concepts of youth engagement and considers the ways in which your organization’s capacity-building, outreach and recruitment strategies can contribute to creating access, equity and inclusiveness for all youth.
Statistics Canada recently noted that in December 2009, the number of self-employed Canadian increased. Why would self-employment be so attractive?
Setting up one’s own shop allows for project ownership, flexibility and creativity. This speaks to the four working generations.
The Silent Generation has experience to share as do Baby Boomers yet they want a reduced work schedule. Generation Y needs a creative solution to child care and child rearing responsibilities. Generation Y has education and ambition. Staring own’s own business fits with each of these issues.
It also allows for piggybacking. A Baby Boomer can start his/her own business and bring in expert Silents for consultation, send overflow work to Generation X’s home office and while Generation Y sets up the new database.
Self-employment bridges the new generation gap by playing on the strengths of each generation. Interesting to see it increasing on employment reports.
Silent and Boom are not just sounds. They describe the personality and working ethic of the Silent Generation and Baby Boomers.
Silents grew up in a time where they put their heads down with nose to the grindstone (a Silent generation phrase defining: applying oneself conscientiously to the work at hand). Silents grew up during times of war (and recovery of war) this seeded a strong concept of working for the greater good – without complaint.
As such, you hear little from the Silent Generation in the modern workforce. They may flag a concern or write a memo but you rarely see an outright voiced objection.
Baby Boomers grew up in times of economic upswing. The could ask material goods. Demand political change. Thus, they BOOM still. Baby Boomers are quick to voice their opinions, question and invite to be questioned themselves.
These two generations – only years apart – are vastly divided by their “voices”. The senior generation gap comes down to the Silent Vs. Boom. The sounds of the generations.
Generation X and Y (and to some degree Baby Boomers) identify with the corporate mullet. (you know the mullet?: business in the front and party in the back!)
The corporate mullet is keeping business agendas in the front with social networking in the back. It takes the relationship affiliations of Generation X, Y and Boomers and makes use of these strengths thus bridging the new generation gap.
However, when using a corporate mullet program an organization must also protect the reputation of their brand. The party isn’t the purpose – it is only a means. Thus, the organization’s face book fan page shouldn’t be showing pictures of keggers with the company logo on the cups.
The “party in the back” needs to cross the generational boundaries yet keep the “business” front and centre. Bring the generations together at a business lunch outside the office, a team building event, or even a “cause” event (i.e. walk for charity).
In the current workplace, there are more work projects and less workers in the organization. How does one find work/life balance?
Traditionally, Generation X has been best known for searching out a work/life balance. In their early childhood, they were witness to the breakdown of the nuclear family due to divorce. When they entered the workforce, Baby Boomers were still solidly trenched in the workforce and Generation X had to take inferior jobs just to be employed. Due to these experiences, X-ers know nothing lasts forever and nothing is certain. They want a work/life balance because they believe work isn’t the end-all-be-all.
However, work/life balance is now being researched by other generations…Baby Boomers need more time to care for aging parents. Generation Y wants to build networks outside of the office. A work/life balance is attractive.
When an organization is planning a work/life policy (whether formal or informal) for the generations, consider these factors
Organization
Organization culture and openness to work/life balance
