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Let’s Face It: Gen Y Still Has it Right

In 2011, I drafted my first blog post entitled: Gen Y Has it Right. I wrote the post because of discussions claiming that Millenials were completely different from other groups at work. On some level, I thought this was an excuse to ignore workplace elements in dire need of revision. On another level, there was a clear lack of respect for one important principle: individual differences. It simply wasn’t accurate to characterize all Millenials as entitled or disloyal.

Well, I am still detecting a subtle undertone that Millenials (all 75 million of them) are somehow markedly different from others at work — and I remain baffled. I simply will not subscribe to stereotypes, when discussing people at work. I will concede that groups carry “context” with them to the workplace; shared experiences of their generation. I’ll also concede that we can look for trends, to guide how we interact with employees (or future employees). However, I do not believe this is justification to ignore the notion of within-group individual differences.

A recent post discussing yearly raises and career mobility, found that if these elements were present, some Millenials would rather stay put. However, I was surprised to see we were still refuting the notion that Millenials love to job hop. Who really enjoys disrupting their entire work life and suddenly jump ship? I would predict that if career and salary were openly addressed, the option wouldn’t prove attractive.

Interestingly, when I completed a research project concerning this group in 2008, I was shocked at how the group varied. In other words: they didn’t all want the same things at work. Some wished to advance quickly up the career ladder. But, guess what? Others did not expect this. Individual differences matter. They matter to you — and me — and all Millienals.

So, I thought it was time to re-share the 2011 post. Let me know what you think.

Sorry, if you beg to differ. I think Gen Y has got it right.

The qualities they seek in the workplace — such as feeling valued and finding meaning in their work — are really healthier for all of us. So, let’s stop debating common sense and admit that we’ve been tolerating workplace issues that should have changed decades ago (i.e., inadequate feedback models, yearly performance reviews).

To be perfectly honest, some of these stubborn problems might finally budge at least in part, because Generation Y has displayed the conviction and the guts to persevere and ask for more.

I understand that some organizations have experienced what I’d like to call, “generational shock”. I have heard the stories, younger employees appearing overly confident, posturing as if they are entitled to a meeting with the CEO. But, could it be possible that Generation Y is suffering more of a public relations problem, than an across the board ego issue?

More feedback they ask? Flexible hours? Supervisors as mentors? How dare they!

Let’s be sure that we aren’t labeling an entire generation as difficult and tedious, because we are a bit envious of their “nerve” to ask for an improved work life? To tell the absolute truth, when I read how Gen Y envisions their work lives, I find myself thinking, “I’d like that, too.” (On some level, shouldn’t we all?) If the world of work is entering some sort of an “existential crisis” — where central issues such as the meaning of work are being questioned — Gen Y probably isn’t going to rest until that crisis is resolved.

My bet is on them to continue to mature — and help us meet these workplace challenges.

Let’s remember that Gen Y didn’t reach this juncture on their own. There are a number of evolutionary workplace events (traumas, actually) that have come together. This may have begun with the “collective unconscious” of their parent’s work lives; imprinted worries of layoffs, a recession, pay cuts and organizations generally behaving badly. These have likely been carried with them to the world of work. When we layer in the burgeoning trend of transparency and add social platforms to the equation, things were bound to shift — and they certainly are.

Good.

I’m glad. Let’s see what happens.

What we’ll might see:

  • Engagement will continue to matter. Gen Y would rather be unemployed than hack away for a lifetime at a job they hate. Employees deserve to love what they do — as engagement looks much like the concept of “self actualization”, but applied to work settings. (It appears that Maslow was right all along.)
  • Improved performance feedback. Gen Y won’t settle for a yearly performance appraisal (neither should you). They prefer a more consistent flow of information, and this makes perfect sense. (The timing of feedback and its specificity are agreed upon beforehand.) No one should work in a vacuum.
  • Supervisors as mentors. Research has shown that job satisfaction is positively correlated with a great boss. That shouldn’t come as too much of a surprise, as supervisors should help their employees seek challenge and develop at work.
  • Continued transparency. From recruitment policies to organizational direction — Gen Y aspires to be part of an open and shared movement. None of us want to feel we are sequestered within a massive hierarchy.
  • More communication channels. Gen Y will continue to lead us through the technology arena, with a steady increase in workplace tech that will help us all connect and become more effective.

Personally, I am going to try to embrace and support the changes that Gen Y is seeking — wherever possible and within reason.

I need these work life attributes, just as much as Gen Y.

What do you think — does Gen Y have it right?

This post was originally published on The Office Blend.

What’s Next in 2017? It’s the Year to Master the New “Normal”​

Our beloved Krups coffee maker decided it would brew its last wonderful cup of coffee this week. That might not sound like much to you. However, I assure you — to the finicky beings that are my taste buds, it is. I loved that coffeemaker. Each day it brewed the perfect cup of coffee that would sustain me through many a morning meeting or assessment report.

However, I had no choice in the matter. Done. Kaput.

So, I reluctantly charged off in search of an identical replacement. The same machine was no longer available. (What? Really? Why have you messed with success?)

Change is hard. Even the small ones.

When change unceremoniously arrives in the workplace — all sorts of havoc can ensue. A little like my coffee machine dilemma, we’re not often consulted when these changes occur. Whether you are absorbing an industry shift, anticipating a new boss, a revised performance rating system or company-wide reorganization, change is always challenging. (I’ve been there. I’ve lived through lay-offs, sudden resignations and client shake-ups. I’ve also helped teams move through these very same challenges.)

Embracing change is another story — and this is difficult for most of us. On some level, we feel a bit entitled to the status quo (see more on that here), which can create real career obstacles for us.

So, let’s try a different strategy:

The New Normal: The current state of being after some dramatic change has transpired. What replaces the expected, usual, typical state after an event occurs. The new normal encourages one to deal with current situations rather than lamenting what could have been.

On some level, we simply must construct — or wait for — that “new normal” to emerge. So, while you are waiting for that “new normal” to unfold, here are a few things to consider:

  • Build resilience. Modern career paths require the ability to “bounce back” after change. This often involves looking at situations differently, which can be very difficult to do when under stress. Interestingly, recent research has shown that this is a skill we can learn.
  • Embrace a “Growth Mindset”. Sometimes we feel that we can’t bridge the chasm from where we are — and where we need to go. (See Jeff Immelt’s career advice on the topic here.) So adopt the mindset that you can adapt and learn. The work of Stanford psychologist Carol Dweck offers us hope. (See her TED Talk here.)
  • Embrace the need for the change. While uncomfortable, long careers demand that we appreciate and recognize precipitating factors. Organizations evolve. Customers shift. In some cases, the need to revise our course is inevitable.
  • We can maintain our identity. Remember, the qualities you personally value and bring to the table can remain — even in the midst of change. Don’t immediately assume that revisions to your work life will entirely derail you or force you to become less of a contributor (in your own eyes).
  • Try to learn more, then decide. With any change, learning more about what is about to happen can alleviate accompanying fear and anxiety. Complete a reference check on your new supervisor. Ask for the expanded explanation as to why that new procedural change is necessary. You may find a little peace.
  • Ignore the “naysayers”. The last thing you need is an individual who isn’t going to give the emerging situation one iota of a chance. Be mindful of the reactions around you and inoculate yourself against the negativity that might be spreading. It’s really not wise to borrow additional trouble.
  • Give it time. Once the changes occur, offer the situation time to settle. Some of the initial bumps that pop up do work themselves out. There is a period of “re-calibration” that must occur. Once that is complete, a clearer picture may surface. You may actually like a bit of what you see. If not, you can consider an alternative course.
  • Look for the up-side. Change often opens the door for more change — and there could be opportunities lurking there. If you have a new supervisor, for example, they may just be the person willing to listen to the pile of ideas you’ve carefully stored.

I hope you discover your “new normal” quickly. Meanwhile, our new (and improved) Krups #KM7508 12-cup programmable coffee machine sits on our counter. It has big shoes to fill.

I’ll have to admit, today it brewed a pretty mean cup of coffee.

Is change difficult for you?

How would you describe your behavior in the face of a change? What are your coping strategies?

Author’s Note: I’ll be exploring the notion of change and resilience in upcoming posts. I hope you’ll join the conversation.

Another note: This post previously appeared at my blog The Office Blend.