Generation Y and Generation X: can they ever see eye to eye?

The Gen Y and Gen X Divide.

I recently started writing for Talking Generations

Here is my first artilce

Generation Y and Generation X: can they ever see eye to eye?

I spend a lot of time coaching Gen X on how to handle Gen Y. You see, even though the generations follow each other, they really are poles apart.

For all the times that Gen Y were told they could succeed and do anything, Gen X were told not to show off, not to hold high expectations and to be realistic. For all the awards and trophies that Gen Y got just for taking part, Gen X were left on the sidelines thinking that they were not good enough. For all the caring and sharing, child-centric ways in which Gen Y were brought up, Gen X learnt that it was the individual that mattered and you must win, no matter what and that youth should, well, just go away. As Gen Y were loved and wanted children, Gen X were often mistakes and were reminded of this countless times. Gen X were a very rebellious cohort of youth, pretty much left to get on with their lives. They saw things and dealt with things at a much earlier age than they should. They were feared and ignored by society and grew up isolated, used to being overlooked.

So when you get an enthusiastic, I can do anything let’s work together, confident Gen Y, trying to get a sceptical, individualistic, I can make it on my own Gen X together, never the twain shall meet.

Read Generation Y and Generation X: can they ever see eye to eye?

Facts about Gen Y at work

What do Gen Y want at work?

I read this recent article with much interest. It is regarding a recent study about what Gen Y really want and does dispel many myths.

The main points are:

• Gen Y think merit should be considered over tenure when advancement is considered. And I agree – best person for the best job is the best policy.

• Gen Y is a results-oriented group. They’re not going to wait patiently for their turn when it comes to promotions, raises, etc. if they’re doing higher quality work than someone with greater tenure. The data shown throughout the survey also suggests that they expect regular performance reviews and feedback. While Gen Y believes tenure is still an important factor when making decisions pertaining to advancement, rewarding performance comes first.

Read more

Employing Youth – 10 things to never do

Employing Generation Y.

This list by Jim Taggart is one of the best example I have seen on how not to treat Generation Y in the workplace.
#10 – You’re the boss, and make sure that everyone knows it. Shared leadership is for sissies. Keep that ego well oiled
#9 – Speak to your staff through email; God forbid, don’t talk to them in person. What the heck is “Management by Walking Around?”
#8 – Keep your staff in the dark – keep ‘em guessing since it strengthens your hold on information and power
#7 – Don’t trust your staff’s judgement; you make all the decisions. After all, you’re the boss!
#6 – Constantly change your mind, leaving your staff confused as to what are the priorities
#5 – Have no sense of humor, especially not being able to poke fun at yourself
#4 – Laugh at others misfortunes or mistakes. Losers!
#3 – Micromanage your staff to death; double check everything they do, including rewriting their work reports, etc.
#2 – Assign tasks to staff that you would never consider doing yourself. If it involves, for example, having to deal with a known cranky customer or supplier, better have one of your subordinates do it.
Drumroll please…
#1 – Don’t stand behind your staff, even when they make a mistake; cover your own ass. Hey, people are expendable. What counts is your career advancement.

Innocent smoothies show others how to employ Gen Y

How to make Gen Y want to work for you

When it comes to marketing and employing Generation Y and youth no one has it as right (in my mind) as much as Innocent smoothies. They are the bees knees when it comes to youth appeal. They are fun, engaging and have social currency plus their product is great too. This company is authentic and transparent through and through you only have to read their blog to get that. We could all learn a lot from them.

In this video we get a tour of their H.Q. aptly names fruit towers (although it is not a tower). Some day I want to interview them about the HR polices…just need to get brave enough to ask

Check out Innocent smothies

Don’t stick Gen Y in cubicle

Employing Gen Y

Today’s digital generation thinks differently, but corporations are not dealing with them effectively, said Don Tapscott.

Tapscott, nGenera Insight’s chairman and author of Grown Up Digital: How the Net Generation is Changing Your World, said such corporations include companies and advertising agencies, which are trying to interact with the “Gen Y” crowd.

He spoke to ZDNet Asia about how the digital generation thinks differently, and how companies should manage the arrival of this group of people to the workforce.

Q: We’ve had Gen X, and now Gen Y. What defines this group?

Tapscott: This is the first generation to come of age in the digital age. This is affecting their brains and how they think. My generation, the baby boomers, spent 24 hours a week watching TV.

When you’re the passive recipient of video, that gives you a certain kind of brain. Young people today that have grown up using the technology are using an equivalent amount of time being active users instead. They’re handling information, thinking, scrutinizing, multi-tasking. And this is affecting young people’s brains. And it’s for the good.

They come into the workforce, the market place, and society…there is no force more powerful.

Read Don’t stick Gen Y in cubicle

3 Tips for Leading Teen Employees

Working with young employees.

Just found these great tips on how to lead young employees and I thought they were so great I wanted to share them. How many of these mistakes are you making?

1. The threat of being fired only goes so far:
For most teens, being fired doesn’t hold the same sway as it does for an older worker. Why? Because, most teens’ primary motivator is to earn money that they don’t “need.” Even teens who work to help support the family don’t feel the same burden of responsibility as their parents. So, if you are a “leader” (or “tyrant,” you pick) who relies on this to motivate your people, then you and teens will  probably not work out.

2. Encourage socialization at work:

As was mentioned before, friends and family are incredibly important to this age group. What that means for you, the leader, is that the more attached teens are to the people who make up your organization, the more incentive they have
to work hard and to be professional. You can help accomplish this by encouraging socialization (at responsible levels) at work. Having friends at  work is probably the most powerful motivator there is in getting teens to come  in and work hard.

3. Really mentor them:

The reality is that, most of the time, you and your organization will be your teen workers’ “first rodeo.” Since they lack any  significant experience with the work world, you are going to have to mentor them on things like professionalism and acceptable behaviour at work. If you  don’t, then they will get themselves (and possibly others) in trouble. If
you do, then they can prove just as capable as any other worker you employ.

Read 3 Tips for Leading Teen Employees

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