How to work with Generation Y

Here's my take.

Is the work getting done? Chatting, texting, surfing pushed all to the side for a minute...is the actual work getting actually done? If it is, then I do not see the problem. I am not a micromanager. Show me the correct results at the end of the week and I don't care how you got there or how long it took you.

I am a rare one, I admit. I am not paying you for 40 hours; I am paying you to do X job. If you can do X job and text your friends, good for you.

Mal, I completely agree with you.

My take is no one fits a cookie cutter mold. Everyone has their strengths and weaknesses. It is up to management to tap into the strengths. If that is not happening then management needs to be looked at. You cannot expect an employee to do work in the way you would do it, everyone has their own way, and as long as it gets done correctly and in a timely manner, I don't care how one gets there.
 
My husband owns his own company and sees "generation y" all the time. Of course, being a plumbing contractor it's hard to get the younger generation to understand that you have to start out at the bottom digging ditches and being a "gopher" in this particular profession. Most of the employees he hires has no college aspirations but they expect to have right out of high school what their parents took years to accumulate. Needless to say, most of them don't last long.

What he is also seeing is that at his continuing education classes (he has to take one a year to keep his license) is that those attending are getting older and older, very few young ones in the bunch. One of these days, the need for plumbers will be great and they will be able charge basically whatever they want. Some of them do now but not my husband. He's been told that he doesn't charge enough sometimes.

Do you have a employee handbook? If you don't, you might create one just for reference when you begin laying down the law.

I, too, agree with previous posters about that as long as the work is getting done, don't worry about their im'ing and texting. I used to work for a company that was fairly flexible and as long as I did my work, it was no big deal if I talked on the phone some and conversed a little more than usual with friends at the office. On the flip side, I had to be in at a certain time, got an hour for lunch and was expected to stay until the job got done. I quickly learned that in order to go home at a decent time, I had to cut out the extra stuff.

I knew that the "everyone is a winner" would come back to bite us sooner or later. I don't believe in that kind of mentality. Someone has to be the loser and the sooner kids learn it and learn to deal with it the better off they are. They need to learn to deal with disappointment and parents need to back off and stop doing and giving so much to their kids.
 
Here's my take.

Is the work getting done? Chatting, texting, surfing pushed all to the side for a minute...is the actual work getting actually done? If it is, then I do not see the problem. I am not a micromanager. Show me the correct results at the end of the week and I don't care how you got there or how long it took you.

I am a rare one, I admit. I am not paying you for 40 hours; I am paying you to do X job. If you can do X job and text your friends, good for you.

Interesting. Do you find people work to their best with this, or do the least possible to get the job completed?

I think you make a good point that i might not have considered were I managing others.
 

PS-I'm 44, so I don't what generation I am in...maybe the tail end of the Baby Boomers????

I once read a generational book -- can't remember what it was called -- and I believe you would be at the tail end of the Baby Boomers, but the beginning of Generation X. I think the book said that generations run every 20 years or so.

Now you've got me curious. I'm going to see if I can find that book and where it talks about what generations are which.
 

Here's my take.

Is the work getting done? Chatting, texting, surfing pushed all to the side for a minute...is the actual work getting actually done? If it is, then I do not see the problem. I am not a micromanager. Show me the correct results at the end of the week and I don't care how you got there or how long it took you.

I am a rare one, I admit. I am not paying you for 40 hours; I am paying you to do X job. If you can do X job and text your friends, good for you.

This is how my office works (and we have all ages here) and it works well. If you have nothing on your plate at the moment, no one cares if you're online or on a personal phone call. As long as your work is done (and done well) at the end of the day, it's all good. If you work suffers, you get written up, if it keeps happening you're gone, as a former co-worker of mine learned not too long ago.
 
My little sister is a text-book Gen Y-er. She just turned 24 and has graduated from college...by the absolute skin of her teeth. If it hadn't been for my parents intervening for her on a nearly daily basis with her professors, the bursars office, financial aid and her landlord when she decided she "had" to live off-campus, she would likely be living in a cardboard box in South beach, pennyless and clueless.

Well, she's still clueless.

She has a job now that (and it absolutely KILLS me) started her at $40K with a car (all expenses paid), benefits, the works. She's a drug rep for one of the pharmaceutical companies. Certainly NOT what she wasted my parents college money on when she was in college. The fact that she even has this lucrative job now infuriates me...she didn't "get" the job, my older sister (who is a sales manager for a competing pharma company) GOT my little sis the interview after begging an aquiantance to let her try it out.

Luckily my little sis has a really stellar personality (unless you are a family member and then she treats you like crap) so she batted her eyes and charmed her clueless way through the interview and got the job.

She is so out of her depth in this job. Now she"s "sick" all the time and always taking time off etc...Her cell phone bill is through the roof because of constant texting and calling her friends...but one of the job perks is a PAID cell phone account.

Grrrrrrrrrrr...
 
i basically agree with mal. there are generational differences, sure. but at the end of the day, if people aren't getting their job done, are not attending mandatory meetings without a good reason, etc. then i would get rid of them and find new people. i used to be on the hiring committee at my old job. there are plenty of gen y-ers out there who have a strong work ethic and will do good work (i used to work with a lot of them). you just have to find them.
 
The only problem I have with gen-y-ers is their entitlement. They are fresh out of school and don't think they need to climb the ladder. And if they take a job that is where they need to start off on towards their goal, they slack off, don't do the work properly and just don't care.
 
Here's my take.

Is the work getting done? Chatting, texting, surfing pushed all to the side for a minute...is the actual work getting actually done? If it is, then I do not see the problem. I am not a micromanager. Show me the correct results at the end of the week and I don't care how you got there or how long it took you.

I am a rare one, I admit. I am not paying you for 40 hours; I am paying you to do X job. If you can do X job and text your friends, good for you.

I agree with that to an extent, except in the case of the OP, it's a profession where you're billing a client for your time. So if the staff are taking 12 hours to do a task because they've spent 4 of that doing non-work things, they better be sure they're billing 8 hours or it could be ugly for the OP and their firm.

As far as the comment about Big 4 "old school" partners being workaholics and not caring about personal life, that's only partially true. They're usually workaholics, but not by choice, but rather because of the nature of the business. There are deadlines that have to be met and almost all the time, that week or so leading up to the deadline is insane and thus, long hours need to be put in, whether they want to or not.
 
I agree with that to an extent, except in the case of the OP, it's a profession where you're billing a client for your time. So if the staff are taking 12 hours to do a task because they've spent 4 of that doing non-work things, they better be sure they're billing 8 hours or it could be ugly for the OP and their firm.

I do agree with this; you only bill the client for hours actually worked on his/her account. I don't work for a profession that bills hours. Even so, I do "manage" this issue to an extent. I feel that for my profession I have a good grasp of how long a task should take. If it's taking one of my employees twice as long, then something is wrong, and that is a performance issue.
 
PS-I'm 44, so I don't what generation I am in...maybe the tail end of the Baby Boomers????

You are. As am I. Baby Boomers go from 1944 to 1964. I made it by one year. I always think of Baby Boomers as a bunch of aging flower children and I don't really associate with that group....I think there should be something in between Baby Boomers and Gen X.....we born between 1955 and 1965 - those too young to be drafted in Vietnam or remember much about Watergate but born too early to be true Gen Xers - we probably have a very unique personality of our own.
 
Generally, I agree about measuring by output: if the work is done and done right, this isn't costing you anything. If the work isn't getting done, make it clear to them in writing what you expect, give them one chance to straighten up, and then start rolling heads.

One other thing: Are the mandatory meetings really necessary? In every single place I've ever worked that had regularly scheduled mandatory all-company or all-dept. meetings, they were a total waste of time, with several of the attendees having nothing to do but doodle. Sending out an email memo that requires a signature reply is an equally good way to make sure info gets out to every employee. If you need participatory feedback or brainstorming then you need a meeting, but if you are just giving out info, you might want to rethink. Having a meeting just because it is Tuesday at 10 am is often a waste.
 
I do agree with this; you only bill the client for hours actually worked on his/her account. I don't work for a profession that bills hours. Even so, I do "manage" this issue to an extent. I feel that for my profession I have a good grasp of how long a task should take. If it's taking one of my employees twice as long, then something is wrong, and that is a performance issue.

ITA :) There has to be limits to how much non working time a person has. If it takes them way too long to get things done, that's a big no-no. However, if they're efficient and that's why they have extra time, more power to them (assuming, of course, the work they're doing is good).
 
You are. As am I. Baby Boomers go from 1944 to 1964. I made it by one year. I always think of Baby Boomers as a bunch of aging flower children and I don't really associate with that group....I think there should be something in between Baby Boomers and Gen X.....we born between 1955 and 1965 - those too young to be drafted in Vietnam or remember much about Watergate but born too early to be true Gen Xers - we probably have a very unique personality of our own.

Some Marketers call the group you mention (Approx 1955-1964) "The Jones Generation." It comes from the term "Keeping up with the Jones's." That led to having a "Jones" or strong yearning for something (I have a love Jones, Basketball Jones:rolleyes1 , Me and Mrs. Jones, etc.). We wanted everything our neighbors had or wanted it before our neighbors had it.

Check this out: http://archives.cnn.com/2000/ALLPOLITICS/stories/03/05/generation.jones/index.html

Overshadowed generation prepares to steer political agenda, author claims
53 million members of 'Generation Jones' ready to speak on their own
By Ian Christopher McCaleb/CNN

March 5, 2000
Web posted at: 11:03 a.m. EST (1603 GMT)

LOS ANGELES (CNN) -- They're tired of being fed the "scraps" left them by the Baby Boomers, and they're somewhat weary of the attention heaped upon so-called Generation X through most of the 1990s. There's millions of them, too, and chances are quite good you'll be hearing more and more about this generation of oddly disaffected folks who have reached a predictably comfortable phase their lives.

Meet the members of "Generation Jones." They're young but they're kind of old. By and large they're unhappy with the current state of American democracy, but many of them have attained the trappings of early 21st Century prosperity -- kids, cars, homes, stock options. And, they make up an estimated 26 percent of the electorate.

Generation Jones has had enough. At 53 million strong in the United States -- a nation obsessed with generational divides perhaps more than any other -- they're rising up to make their presence known.

So says Jonathan Pontell, a Los Angeles-based author who has spent more than four years delving into the wants and needs of his contemporaries.

Pontell, 42, is the author of "Generation Jones," set for a May release by Vanguard. He says the members of the generation were too young to participate in the social and political whirlwind that was the late 1960s, though most of them were old enough to understand what was going on, and wanted in on some of the action.

When did they get their chance to make a difference? The 1970s. Despite the adulation and prepackaged fond memories of the 70s marketed in the 1990s, Pontell says, the generation wasn't given much of an opportunity to hang their collective hats on anything particularly worthwhile in that decade.

"I was 11 in 1969," Pontell said Friday in Los Angeles. "I remember sitting at the table, telling my dad I wanted to go to Woodstock. He just looked at me and said, 'Eat your broccoli and go to bed.'"

So, while people like Pontell were sent off to bed, the Boomers dominated the landscape. They garnered the media spotlight with the antiwar movement and brisk changes in fashion and music. They grew up and sparked what is often described as the "greed grab" of the 1980s. Now, the oldest sector of the Boomer generation is careening toward retirement.

They've steered the agenda in some form or other for well over 30 years, and something about their values, their political outlook and strategies, doesn't sit well with the generation.


'Clearing the throat'

Generation Jones, by Pontell's numbers, begins around 1954, and cuts off at 1965, where Generation X -- by somebody's estimation -- then takes off.

That would place members of the GenJones in the 35-46 age range.

But why "Generation Jones?"

"The idea comes from a large, anonymous group naming," Pontell said -- "as if we had said 'Generation Smith' and 'Generation Doe.'"

But, Pontell adds, it also refers to a sort of craving or longing -- a "jones," a la the period songs "Love Jones," and Cheech and Chong's soul sendup, "Basketball Jones."

"Passions of kids were fueled in the 60s," Pontell said. "We were the true children of the 60s, not the Boomers. They weren't children when all that was happening.

"We were 'jonesing' to get into things that were happening in the 60s, protests and things like that. We just never got our chance."

"It's been hard for many of us to disconnect from that passion," Pontell continues, adding that now may be the time for that drive to turn into true results.

Pontell argues that now that many in the generation have reached ages where they may not have to worry about income, security and life's other basic necessities, they're discovering they may have the luxury of political and social activism.

"With their new financial security, there is growing evidence that Jonesers are looking to reconnect with their ingrained political feelings," Pontell said. That willingness is combined with a "residual resentment" of the Boomers -- something GenJones undoubtedly shares with the members of GenX and with their parents, the so-called pre-Boomer "silent generation."

"We've been in the shadows of the Baby Boomers all our lives. We're tired of being fed their scraps," he says. "At this point, Generation Jones is clearing its throat, and is getting ready to speak."

Pontell argues that there is quite enough reason for Jonesers and Xers -- Jonesers especially -- to dislike the Boomers.

What started out as a generation driven by "love, self-fulfillment and self-realization" morphed into a massive demographic driven by wealth and power in the 1980s and 1990s. Now, as they head toward their golden years, they've got their sites set on the reserves Social Security and Medicare, he says.

On the political landscape, he says, perhaps the most glaring example of Boomer indulgence and excess was "MonicaGate."

"Clinton, Kenneth Starr, Congress -- all Boomers," he says.

"Boomer politicians worry about the ideological -- things like posting the Ten Commandments on school walls," he says.

Jonesers, on the other hand worry about the practical, the everyday implications of political discourse -- much in the same way GenX voting studies have found -- but in a way that is more skewed to their life stage.

"We're concerned about things like school violence. These are our kids that are in the schools everyday facing potential danger."

"Yet, we've got people blaming us for the violence. You hear things like, 'Where are the parents?'"

"The parents," he continues, "are working. Americans are working harder than ever before, despite the economic boom. We work eight weeks more per year than many Western nations."

"We want to be with our kids," he insists, unlike Boomers, who practiced "non-participatory parenting" while seeking social and financial indulgence in the '70s and '80s.

"We're interested in things like flex time, and overwhelming number of Jonesers want a more family-friendly society."


The payoff

It is too early to say whether the Pontell's legwork, and the eventual release of his book, will spark the sort of interest generated by Douglas Coupland's accidental novel "Generation X" -- the 1991 tome that unintentionally launched the fevered efforts of a thousand marketers and focus groups, and somehow allowed a generation of 20- and early 30-somethings to come to voice.

"I don't think people my age have been losing sleep at night wondering why we haven't been labeled," Pontell says. "But it should be noted that what this group has in its side is sheer numbers. We've got a lot of clout."

GenJonesers, he adds, are not of like mind. "We're of all political stripe." The difference, he says, has been in watching the previous generation vacillate on its social consciousness, not that Jonesers haven't done a little of the same.

"Some of us were old enough to participate in the money rush in the '80s," he admits. "By for the most part, Generation Jones came of age watching the slow, hypocritical sellout of the lovefest of the '60s -- it turned into the money grab of the '80s."

"They swore they would never sell out. They gave in, they gave up and joined the establishment."

Advantage: Generation Jones. A generation that never had to make and then break such promises probably won't be burdened with so harsh a label. Perhaps there was some advantage to early anonymity after all.
 
Here's my take.

Is the work getting done? Chatting, texting, surfing pushed all to the side for a minute...is the actual work getting actually done? If it is, then I do not see the problem. I am not a micromanager. Show me the correct results at the end of the week and I don't care how you got there or how long it took you.

I am a rare one, I admit. I am not paying you for 40 hours; I am paying you to do X job. If you can do X job and text your friends, good for you.

Damn, can I come work for you??? I share the exact view, unfortunately the people I work for are more on the micromanager side! Just kills me. Good thing they dont realize how often I'm on the DIS :rolleyes1

(BTW, I am 31 - a Gen Xer)
 
I'm a Gen-Yer (22, just out of college) and I can see both sides. I went to school with people who felt entitled, had no work ethic, and thought that as long as they passed their classes they'd be off earning 6 figures in a few years- I HATED working on group projects w/ these kinds of people!

On the other hand, I think a lot of the "multitasking" while working comes from how a lot of us learned to do our work in high school and college. I don't know why it is, but a lot of the people I knew in school, including myself, didn't work best in the classic quiet room with no distractions. We surfed the internet while writing papers, had the TV on while reading text books, etc. If I don't have something to go back and forth to, I actually find myself zoning out really badly and getting stircrazy. It used to take me less time to write a paper if I took a 10 min break every hour or so to do something else than if I tried to force myself to concentrate on that one thing straight through.

Because of this, I definitely agree w/ Mal et all, that as long as the work is getting done well and in a reasonable time, don't worry quite so much about the manner in which it happens. Make your expectations clear, and don't put up with BS if they don't meet them, but don't micromanage if they are meeting them. By the way, the lack of attendance in a MANDATORY meeting is ridiculous, but not totally surprising to me. No idea where some of my fellow Gen-Yers get the idea that that's ok! (Maybe it's from our parents taking us out of school to go to WDW??? :laughing: )
 
Originally Posted by Maleficent13
Here's my take.

Is the work getting done? Chatting, texting, surfing pushed all to the side for a minute...is the actual work getting actually done? If it is, then I do not see the problem. I am not a micromanager. Show me the correct results at the end of the week and I don't care how you got there or how long it took you.

I am a rare one, I admit. I am not paying you for 40 hours; I am paying you to do X job. If you can do X job and text your friends, good for you.

DH (we are gen x-ers, btw) is the same way. granted, he doesn't work in an office setting, but even so he's had managers that tried to micromanage, and managers that just wanted to know that the work was done. now that dh is a manager, he swings on the "if the work is done, do what you want" side of things.
 
I think many, many more jobs should be commission based. There is no better motivator. :) At my company, there is no need to worry about the lazy ones, they will leave after a few months of zero income. :)

I have found, by the way, that lazy people come from all generations.

A few things to say about that:

1. I am a generation Y'er and i work at a job that accepts tips. the salary isnt only tips, but tips help TONS to them. It doesnt make a difference to 90% of the high school kids i work with.

2. I am VERY hard working. I show up to every mandatory meeting there is unless I have spoken to my boss previously about why I can't attend...(night classes, out of town, that sort of thing) and i make sure to find out what the meeting was about so im not out of the loop.

3. Not all gen. y'ers are good for nothings in the work force. I just want to make that clear.

4. gen y'ers arent the only lazy people. I know PLENTY of other older folks who are JUST AS LAZY. (i dont mean to be yelling when i use caps... i'm just trying to make a point- so please dont flame me).

* it does bug me that a lot of kids i work with are that way, but not all of them are like that. A lot of us are hard workers and are there to do the job and do it right. A lot of us do realize that the customers are the ones giving us our paychecks.

Sorry, this topic just hit a button on me that's very sensitive. I don't mean to yell at anyone, I just needed to put my 2 cents in. Thanks for letting me vent.
 
I'm also in agreement with Mal.

I'm a gen y'er. I'm accomplished in my field, well regarded in my company, requested for projects, and actually lured back to my company with a hefty raise and generous work terms.

I'm not lazy, not spoiled, and would never fail to complete a project well.

A lot of the difference in perspective comes from how we view our relationship with our employers. Our group came of age during the 90's craze of downsizing and right-sizing. We expect very little from our employers in terms of loyalty and long-term career growth. I don't think my company "cares" about me outside of my work on my current project, and therefore I'm not very inclined to invest too much in them. I don't expect to stay more than a few years.

I'm interested in learning and growing, but not in the traditional "paying my dues" simply because there is no payoff for me. We don't live in a world where you start in the mailroom and work your way up. I'm responsible for managing my career and creating my own opportunities, so I need to make sure my work experience adds to my skills and experiences so I'll be poised to move up.

Once you come at it from that perspective, you start to realize that you can't center your life around your job. You can love what you do and do it well, but the job could be gone in a heartbeat but it isn't worth sacrificing your personal life.

Assuming the work is getting done, consider changing your perspective on the IM-ing, internet use, and chatting. This generation doesn't consider that kind of thing taboo. It makes for a much more pleasant work day. Try joining into one of the conversations once. It may help.

If deadlines aren't getting met, you can address performance problems. If you need something else done or have a project to get done, ask.

People missing mandatory meetings is unacceptable. That should also be addressed.
 


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