Getting to Know Your Generation Y Coworkers

 

Source: Geek and Poke

Why don’t you all f-fade away (Talkin’ ’bout my generation)
And don’t try to dig what we all s-s-say (Talkin’ ’bout my generation)
I’m not trying to cause a big s-s-sensation (Talkin’ ’bout my generation)
I’m just talkin’ ’bout my g-g-g-generation (Talkin’ ’bout my generation)

[Lyrics from ‘My Generation’, written by Pete Townshend of The Who]

The song lyrics above were written about a generation in 1965 that was trying to find its place in society. Forty-six years later, we find four generations trying to fit into one workplace. It’s complicated.

Generational diversity brings an array of experiences and perspectives to the office; different backgrounds have an impact on the way generations respond to leadership and work with one another. To be successful in business today, it is essential to understand that.

There is a lot to learn about each generation. First, let’s identify them.

The Four Generations in the Workplace

In today’s office, you will find Traditionalists, Baby Boomers, Generation X, and Generation Y.

Combining four different mindsets into one workplace can be difficult (It certainly makes the water cooler conversations more interesting!). However, despite the gaping differences, there is a common element—they all want to learn, cooperate, and help others. What motivates them to accomplish these goals is what you need to know.

  • Traditionalists are approximately 63-86 years old. They are strict rule followers and have a great respect for authority. They want to be respected for their historical knowledge of their chosen industry. They believe that if you “pay your dues” you will climb the corporate ladder. They prefer long-term tenure and commitment.
  • Baby Boomers are approximately 42-62 years old. While their parents tend to follow rules, they are not afraid to challenge rules when necessary. They live to work. They will fight their way up the corporate ladder and straight into the big corner office. They are committed, hard-working, and career focused–which has caused them to be tagged as workaholics. They are willing to stay in the same job for a long time.
  • Generation X is approximately 28-41 years old. They were forced to grow up quickly because they were often left home alone while both parents were working. Rather than follow the rules or challenge the rules, they like to change the rules entirely. They do not intend to be a “lifer” on the job. They are career focused but strive for a good work-life balance. They enjoy autonomy. A flexible workplace is a must and they value constructive feedback from their leaders. They are tech-savvy and open to change.
  • Generation Y is approximately 27 years old and younger. They are like Gen X on speed! When it comes to rules, they want to create their own. Often more loyal to their peers than to the company, they work to “contribute.” They would rather communicate through e-mail, Instant Messaging (IM), blogs, and text messages than on the phone or face-to-face.

Learning to Work with Generation Y

The traditionalists have been at work the longest; the reign of the Baby Boomers is just now dwindling; and Generation X has long since earned their reputation. Generation Y is now entering the workforce and before long they will dominate it. By the year 2020, Gen Y is predicted to occupy almost half of the working population. So what will it be like to work with them?

Dr. Jordan Kaplan, an Associate Managerial Science Professor at Long Island University-Brooklyn in New York, was spot on when he said:

Generation Y is much less likely to respond to the traditional command-and-control type of management still popular in much of today’s workforce. They’ve grown up questioning their parents, and now they’re questioning their employers. They don’t know how to shut up, which is great, but that’s aggravating to the 50-year-old manager who says, “Do it and do it now.”

Here are some other important characteristics about our Generation Y coworkers:

  • Gen Y is always connected. Consequently, the boundaries between work and private lives are a blur. They are very good at adding and blending connections. Privacy is not an issue for them.
  • They want to work for a company that offers a dynamic culture and allows them to blend their work, personal, and social lives together. They need flexibility.
  • Having grown up with constant feedback from parents, teachers, and coaches, the “annual review” process does not appeal to them. They expect ongoing feedback, and they will certainly return the favor.
  • A career path that offers variety attracts them. Provide them with a diversity of experiences and they will stay. If not, they will leave.
  • Teamwork is important to them. They like to collaborate and they love being around people. They want to work, but they do not want work to be their life.
  • Working with friends is important. There is little separation between family, friends, and work.

Four Easy Points to Remember About Four Generations

We’ve just covered a lot of information so here are four easy points you can remember. Scribble them on your notepad, recite them into your hand recorder, copy and paste them into an e-mail, or put them in your iPhone—whichever you prefer.

  • Traditionalists want respect
  • Baby Boomers want success
  • Generation X wants autonomy
  • Generation Y wants validation

When we examine the four generations of today’s work population, we find many differences. However, we will be wise to remember the lessons from yesterday and strive to understand the generation of today – Generation Y. Then, we will be ready to face a successful tomorrow!

What does your workplace look like? Do you have three or more of these generations gathering around the virtual water cooler? How do they interact and work together? Or, going beyond the workplace…how about your apartment communities? What sort of generational makeup do you have and how do they interact?

The Monday Morning Meeting with Joanna Ellis is a monthly series examining the impact of Generation Y on the multifamily industry and discussing how to successfully do business with them.

Part 1: The Future Renter…What’s Next?
Part 2: Three Ways to Grab the Attention of Generation Y

 


President and Owner, Ellis Partners in Mystery Shopping

author photo two

Joanna Ellis is CEO and Owner of Ellis Partners in Management Solutions (EPMS) and Co-owner of Renter’s Voice. Under her direction, Ellis has established itself as the premier apartment mystery shopping company in the nation, as well as a respected provider of multi-touch point resident surveys, as part of their retention-focused customer experience program. Current clients include most major apartment developers, management companies, and REITs. Through Renter’s Voice, Ellis helps clients promote and respond to authentic and objective apartment reviews. Having earned a Bachelor of Arts in Business from Texas A&M, Ms. Ellis has spent more than 25 years in the multifamily industry, and she now holds both the Certified Apartment Manager (CAM) and Certified Apartment Property Supervisor (CAPS). She is also a licensed Texas Real Estate Agent. In honor of EPMS’ reputation for integrity, the Dallas Chapter of the Society of Financial Service Professionals awarded Joanna, on behalf of the company, the 2008 Greater Dallas Business Ethics Award for mid-size companies.

3 responses to “Getting to Know Your Generation Y Coworkers”

  1. Julie Krouse says:

    Great article and right on point. For those of us that are Gen X I think there is something to be said for changing with the times and the communication expected by Gen Y. I also think that Gen Y can learn a little something from us old fogies about learning from experience and being mentored.

  2. Best of @propmgmtinsider for 2011: #3: Getting to Know Your Generation Y Coworkers http://t.co/rkpUNbmz #multifamily #geny

  3. […] In a nutshell, Generation Y wants to work, but they do not want work to be their life. […]

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