Earlier today, during my daily digestion of social media, I landed on a blog post written in May 2008. The article, 10 Ways Generation Y Will Change the Workforce, was interesting, but more interesting were the 63 comments that followed. It sparked my interest in all generations and their stereotypes, not just Gen Y.
Name that Generation:
“Wow. This article shows the valid reasons why Gen-Y thinks they are so awesome. They have entitlement issues. What this article says is, “Gen Y is here! We don’t want to work hard, but we wants lots of vacation time and high salaries for no reason other then we think we deserve them!” Maybe the parents of these morons needed to beat them more to make them realize life isn’t fair and you have to work for what you want. Again, wow. …”
“Great post! I can definitely agree with that and have already started to use these strategies with my own work habits, especially with how long I work ”
“This is exactly what is wrong with America! We need to start the idea of working our way up, and fighting for what’s right for the company. All you get now-a-days is degreed kids with no common sense. This country is screwed! You think I’M bitter? There’s more out there worse that me.”
Falling into Stereotypes
The comments were exactly what I would have predicted them to be. Boomers seem extremely critical because “business doesn’t change.” Gen X… cynical of this optimistic and “delusional” generation while Gen Y passionately agreed and defended his view.
Isn’t it interesting how the comments fall right into the stereotype of each generation?
It’s hard to fight against a stereotype when you are faced with others that live it. It’s no longer a battle of generations or people – it is a battle of stereotypes.
The sad part is that each contributor was too caught up in the perceived stereotype of the other to allow any real interaction or meaningful conversation to occur.
Two Sides of the Coin
When I think about Gen Y, I feel there are two different categories my generation falls into.
The first falls into its stereotype. This group graduates college expecting a job (a high paying one at that) solely because they have a degree. It doesn’t matter if they have had real job experience, or even a degree in that specific field.
They DO have that piece of paper … so, don’t they deserve a job?
The second, I feel, is most affected by the stereotypes imposed on Gen Y as well as by their “entitled” counterparts. Typically, these are the ones who discovered their passion and became involved (internships, student clubs, etc…). These are also the workers that request feedback with the end goal of higher performance and additional benefit to their organizations – not just a pat on the back.
They understand the value of going above and beyond, getting involved in different departments and facets of the business and getting their hands dirty at times. They recognize that they want to work at an organization that rewards those efforts.
These are the products of Gen Y that feel the backlash of the stereotypes and the contributors that Corporate America should strive to protect.
Generational Ambassadors
Feeling this way about my generation, it’s easier for me to understand that all generations have these differences. Gen X is not just a group of grunge wearing cynics and the baby boomers are not all in denial. But, these stereotypes still exist and they are very real.
It seems the most vocal generational brand ambassadors are those that, unfortunately, live their stereotypes. Can’t we all just get along?
How do you brand your generation?
Photo Credit, Ben Garney
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{ 4 comments }
I wonder how long it will take before the generations start talking about how we can all work together constructively – hopefully embracing the differences as strengths instead of simply hindrances to performance.
I wonder how long it will take before the generations start talking about how we can all work together constructively – hopefully embracing the differences as strengths instead of simply hindrances to performance.
What gets lost in the stereotyping, both good and bad, are the real workplace critiques each generation offers. Gen-Y is right: it was never OK that people had to “pay dues” for some arbitrary period of time as a hazing ritual. Gen-X is right: conflating one's personal identity with that of one's employer was always an assault on dignity. For a contract lifelong security, perhaps the tradeoff was justified; without such a contract, it is not. The Boomers are right: a deal's a deal. Many poured heart and soul into a contract that is now obsolete. At the very least, they should not be shuffled out the door and towards the old age home because they aren't up on Twitter, Facebook, IM.
What gets lost in the stereotyping, both good and bad, are the real workplace critiques each generation offers. Gen-Y is right: it was never OK that people had to “pay dues” for some arbitrary period of time as a hazing ritual. Gen-X is right: conflating one's personal identity with that of one's employer was always an assault on dignity. For a contract lifelong security, perhaps the tradeoff was justified; without such a contract, it is not. The Boomers are right: a deal's a deal. Many poured heart and soul into a contract that is now obsolete. At the very least, they should not be shuffled out the door and towards the old age home because they aren't up on Twitter, Facebook, IM.
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