I have been reading a lot about the struggle the Baby Boomers (and sometimes Gen X) are having adapting to the Millennials (or Gen Y) who are now entering and compromising a large portion of the workplace. Oftentimes we hear the older generations complaining that Millennials are lazy, lack social skills, feel entitled, and lack respect for authority. While some of those characterizations may be true to some extent, I think the tension in the workplace is coming from the older generation’s failure to adapt to the new and modern employee. Sure, us Gen Y folks speak our mind, leave a job when we feel bored, want to have our lives driven by passion, and know how to use all kinds of technology that often scare the older generations, but is that such a bad thing? Wasn’t it the Baby Boomers and the Gen Xers who made the Millennials who they are? Wasn’t it the older generations who told us to speak our minds and that we could do anything we wanted to do? So why is there so much tension between the older generations and the new and modern Gen Y employees? I think it is because the two generations fail to adequately understand one another, and the older generations really fail to understand that Gen Y is a completely new breed of employee.
For those of you who don’t know, there is a lot of generational research done on this particular topic. If you do a quick Amazon search on the Gen Y topic a lot of books complaining about the Millennials pop up. I took the opportunity to skim some of those books, and here is what I learned about the different generations in a nut shell.
The Baby Boomers (born between 1946 and 1964) experienced Vietnam, the Cold War, Watergate, the Women’s Liberation Movement, the Civil Rights Movement, the TV making an appearance in many homes and the rise of some of our favorite TV shows such as The Brady Bunch and Gilligan’s Island, the rise of Rock & Roll, the emergence of Credit Cards, the Martin Luther King, Jr. assassination, the Kennedy assassination, and the landing on the moon (or the fake landing for those of you who are conspiracy theorists). The Baby Boomers love to work hard and use the advents of new technology to do more work, not necessarily to make their work more efficient. Baby Boomers are not as close to their parents as more recent generations and often distrust government (doesn’t everyone?).
The Generation X folks (born between 1965 and 1977) experienced the emergence of the AIDS epidemic, the Persian Gulf War, increasing divorce rates, video games, and MTV. Gen Xers are often cautious and conservative with their money, they grew up in a time where both parents worked and became known as “Latch-Key Kids,” they are well-educated, they are skeptical of authority, and they are not as interested in long-term careers as the Baby Boomers were.
Generation Y, also known as the Millennials, (born between 1978 and 1996, or as some say, 1980-2000) experienced 9/11, the emergence of terrorism, the Columbine tragedy, the Virginia Tech tragedy, the Pop music and boy band/girl band movement (NSYNC, Backstreet Boys, the Dixie Chicks and the Spice Girls), the emergence of cell phones, text messaging (and now sext messaging), and the emergence of social media and social networking. Millennials like to work in teams, speak their mind, and challenge opinions and decisions when they feel like it. They want constant feedback at work, would rather have a life than be married to their career, and have a deep desire to feel appreciated and stimulated at work.
Now that I have provided you with somewhat of a background on the various groups (although I am sure it is not exhaustive) that are now compromising the workplace, here are some of my tips on how the older generations can work with Millennials:
Provide Constructive Criticism & Positive Feedback (Constantly)
Millennials grew up in a home environment where their parents “coddled” them. While the term “coddle” could be negative, I think it can also be a positive. It means that the Gen Yer’s parents took an interest in their lives and continue to remain a large part of their lives. Because the parents were more involved, they gave their children more attention. This constant attention then left the Millennials with a constant need for feedback. It isn’t good enough that there is a year-end review in the workplace. It isn’t good enough that a boss walks into a Millennial’s office and says “thanks for finishing that for me.” Baby Boomers and Gen Xers need to provide the Millennials with constructive criticism and positive feedback. And this constructive criticism and positive feedback needs to be rather frequent – not once a year. If a boss comes into a Millennials’ office and criticizes their work, they are left feeling deflated. This deflated feeling in turn discourages them from working hard, and eventually can lead to them leaving the job in pursuit of something more gratifying.
While the Baby Boomers and Gen Xers need to work harder to ensure that the Millennials are receiving constant feedback, the Millennials need to understand that their employer is not their parent. The employer doesn’t always feel the need to “pump your tires” as my husband would say. Know that your employer is not always going to understand your need for constant feedback and is not always going to lift you up when you are feeling low. And if you find that they are not providing you with the amount of feedback you want, then go ask them for it.
Offer More Flexible Schedules
Oftentimes I hear older generations complaining that Millennials are lazy. While it may appear that they are lazy because they value their lives more than their work, Millenials so in fact have a desire to work hard and feel accomplished. Older generations need to understand that Millennials don’t always feel the need to sit behind a desk to accomplish their tasks. They could be sitting in Starbucks, on their couch, or on a beach. They understand the need to produce good results, but they also want some flexibility on how they are required to do so. If employers in fields that allow for such flexibility provide the Millennials with the option to work at home a few days a week, they may see some good results. In return, the Millennials need to understand that flexibility is not always an option in entry-level positions. They need to focus on working hard in the beginning so they can later have some of that flexibility they are desiring.
Try to Facilitate Team Oriented Projects
Millennials were raised in a generation where team building activities, group projects, and cooperation were key. Many older generations often complain that the Millennials would rather discuss ideas by walking into another employee’s office instead of doing so in a conference room meeting. What the older generations fail to understand is that Millennials like to think out loud and like to collaborate with their co-workers. Rather than complaining about this collaborative instinct, employers should try to enhance it by putting the right mix of people together to work on projects. In return, Millennials need to understand that not all work projects can be done in teams.
Create More Exciting Projects and Opportunities
Millennials are often criticized for leaving a job when they feel unmotivated, unstimulated, or bored. Employers used to worry about getting the most talented people into certain open positions. Now they are worried about how to keep those talented people in their company. As many companies have realized, Millennials are not afraid to up and leave their current job. In an effort to keep employees interested, employers need to create more exciting projects and opportunities for their Millennial employees. Allow them to participate in volunteer opportunities under the company’s name, ask them if they want to be involved in certain projects outside of their comfort zone, and ask them if they are happy with the work you are giving them. Millennials should make sure that they know what they are getting into before they accept the job. While you cannot always know how a particular job will be before you take it, you can interview your potential employer and see whether the work environment is one you could see youselves in.
MOST IMPORTANTLY, employers need to understand that the new generation of workers are different from them. Millennials are driven by passion and the desire to feel accomplished and do good for their community. Rather than focusing on the negative aspect of the newer generation and the differences between the generations, employers should focus on how to adequately utilize the Millennials’ skills. Whether older generations want to face it or not, the Millennials are the future. If employers fail to realize this, and fail to adapt to the Millennials, they won’t keep those talented Millennials on board for very long.
Tags: baby boomers, Gen Y in the Workplace, Generation Gaps in the Workplace, Generation X, Generation Y, millennials, Millennials in the workplace