Understanding Generation "Y" s

Phil Gardner,Ph.D.,probably knows more about these young people than most,since he heads Michigan State University's Collegiate Employment Research Institute.Based on the Institute's extensive studies of people transitioning from undergraduate school to the workforce,Gardner discussed what they like-and don'tlike-on a recentWebinar. Gardner estimates that some 10 million from GenerationY will join U.S.companies in the next 5 years, so we'd better get used to them and be ready to ease their paths into our organizations-if ease is possible. Gardner defines theYs as those born after 1979,and he stresses that"they thinkthey're special,because they've been told they are."Although Gen X seemed quite different from the Boomers,GenY is even more emphatically different.Gardner says they generally have an entrenched sense of entitlement,bolstered by access to tremendous financial resources (through their parents) and by having been raised in a very sheltered manner. Gardner goes so far as to say that GenYs can be narcissistic and describes some of the effects of the way they grew up.One outcome of their backgrounds that Gardner and others find frustrating is thatYs lack the social skills indoctrinated in the older generations.They've spent most of their time with their families and their peers,interacting very seldom with other adults.That lack of experience is worsened by the hours they spend connected to an iPod,cell phone,or BlackBerry®. GenYs sport some contradictory traits.Gardner says they're the best- educated generation the United States has ever produced (although generally unenthusiastic about math and science).They've been pushed hard,so they are both pressured and achievement- oriented. On the one hand,they are very confident.On the other hand,they have a fear of failure.They're very passive,needing detailed instruction about how to do their jobs.And,they demand attention and personal accommodations. Gardner has studied these young people and has found,with slight differences between the sexes,here's what they most want from employers: (1) interesting work; (2) chance for promotion,which is a shade more important to men than women; (3) good benefits; (4) job security; and (5) the chance to learn new skills. Notice that salary,which is among the top 10 on the wish list, isn't in the top five. Gardner says it's ironic thatYs mention job security at all,when they are very likely to job surf continually until they are 27 or 28.Fewer than one-third of employees in this age group say they will not surf.And,44 percent would accept a job offer and then reject it if a better one came along. What kinds of employers doYs look at? Brand names.And they want to work for organizations that are known as"cool"(think Google andYahoo).6Management for 2008 Next, they want cool co-workers,preferably in their own age cohort; the chance to gather in"tribes"is very important toYs.They'll organize their own evening trips to wine bars,but employers can help by supporting volleyball or bocce teams.On the job, they're looking for variety (consider job rotations to offer/provide different experiences and new skills).They also want employers to invest in their success through courses and certifications.Gardner notes that the desire for interesting work has topped young people's lists since 1972,but how they define it has changed.Now it means, in addition to variety, cool work toys and flexible schedules. In fact,work-life balance is more crucial to this generation than to any other.
Courtesy of Business & Legal Reports, 2008