echo boom generation Y
Great Article I wanted to share
The impact of Generation X on the workplace was a hot topic in the early and mid-1990s. A slew of books and articles noted that the then 20-somethings didn't operate in the work environment the same way as the preceding baby boom generation. Soon HR will begin to see similar publications detailing the work habits and preferences of the rather unimaginatively titled Generation Y. (The group is also sometimes referred to as the Millennials or the Echo Boomers.)
The older members of Generation Y, consisting of those individuals born between 1976 and 1995, are entering the workforce now. With 70 million members, Generation Y is almost as large a demographic group in the United States as the baby boomers, a group that boasts upwards of 76 million individuals.
By comparison, Generation X, with only 41 million members, is relatively small. Yet, for such a small group, no one will dispute the magnitude of the changes that have occurred under its influence.
The sheer size of Generation Y indicates that the group is likely to have an even stronger influence on the workplace. Early signs indicate that HR professionals may struggle initially to deal with some of Generation Y's attitudes toward the work place. Generation Y individuals have very strong opinions about the ideal career path. They aren't terribly interested in climbing the corporate ladder. For example, a recent survey by Arthur Andersen, titled "Bringing Girls into Corporate America," found that teenage girls are wholly unimpressed with corporate life. Instead, girls are more likely to express a preference for a career in public service or in a small business.
Recruiters also are finding that Generation Yers often begin their careers with different expectations than workers from previous generations. Patty Nelson, director of staffing at Tektronix, a Beaverton, Ore.-based technology company, notes that the most recent batch of college students seems to be remarkably confident. They have watched college graduates in recent years receive multiple job offers, eye-popping starting salaries and even stock options. As a result, Generation Y feels perfectly comfortable negotiating higher salaries, often leveraging multiple job offers to command extra perks such as signing bonuses.
Unfortunately, the aggressive campus recruiting and large starting salaries can be misleading, and many new college hires are disillusioned to find that, in spite of the executive level recruitment efforts, they are still starting in entry-level positions. Nelson has noticed that many Generation Y recruits experience a sort of reality check six months into their careers, realizing that they do, in fact, have a lot to learn before they're ready for the executive suite.
In addition, while Generation Xers lived through the loss of life time employment within a corporation, Generation Yers begin their careers with the assumption that they will be changing jobs frequently. As a result, Nelson has observed that new college recruits frequently enter the workplace with a short term career outlook, without any goals of developing within their job or even within their first company.
HR get ready: Generation Y workers will transform the work place, just like the workers from the generations before them. They will bring remarkable technical skills, a strong entrepreneurial outlook, a deep-seated social consciousness, and, like every "new" generation, a healthy dose of questioning and change.
The impact of Generation X on the workplace was a hot topic in the early and mid-1990s. A slew of books and articles noted that the then 20-somethings didn't operate in the work environment the same way as the preceding baby boom generation. Soon HR will begin to see similar publications detailing the work habits and preferences of the rather unimaginatively titled Generation Y. (The group is also sometimes referred to as the Millennials or the Echo Boomers.)
The older members of Generation Y, consisting of those individuals born between 1976 and 1995, are entering the workforce now. With 70 million members, Generation Y is almost as large a demographic group in the United States as the baby boomers, a group that boasts upwards of 76 million individuals.
By comparison, Generation X, with only 41 million members, is relatively small. Yet, for such a small group, no one will dispute the magnitude of the changes that have occurred under its influence.
The sheer size of Generation Y indicates that the group is likely to have an even stronger influence on the workplace. Early signs indicate that HR professionals may struggle initially to deal with some of Generation Y's attitudes toward the work place. Generation Y individuals have very strong opinions about the ideal career path. They aren't terribly interested in climbing the corporate ladder. For example, a recent survey by Arthur Andersen, titled "Bringing Girls into Corporate America," found that teenage girls are wholly unimpressed with corporate life. Instead, girls are more likely to express a preference for a career in public service or in a small business.
Recruiters also are finding that Generation Yers often begin their careers with different expectations than workers from previous generations. Patty Nelson, director of staffing at Tektronix, a Beaverton, Ore.-based technology company, notes that the most recent batch of college students seems to be remarkably confident. They have watched college graduates in recent years receive multiple job offers, eye-popping starting salaries and even stock options. As a result, Generation Y feels perfectly comfortable negotiating higher salaries, often leveraging multiple job offers to command extra perks such as signing bonuses.
Unfortunately, the aggressive campus recruiting and large starting salaries can be misleading, and many new college hires are disillusioned to find that, in spite of the executive level recruitment efforts, they are still starting in entry-level positions. Nelson has noticed that many Generation Y recruits experience a sort of reality check six months into their careers, realizing that they do, in fact, have a lot to learn before they're ready for the executive suite.
In addition, while Generation Xers lived through the loss of life time employment within a corporation, Generation Yers begin their careers with the assumption that they will be changing jobs frequently. As a result, Nelson has observed that new college recruits frequently enter the workplace with a short term career outlook, without any goals of developing within their job or even within their first company.
HR get ready: Generation Y workers will transform the work place, just like the workers from the generations before them. They will bring remarkable technical skills, a strong entrepreneurial outlook, a deep-seated social consciousness, and, like every "new" generation, a healthy dose of questioning and change.
Views: 2
Replies to This Discussion
-
Permalink Reply by Linn Lindström on -
I would love to know where the article came from... a link maybe?
An interesting article overall, although I've read most of it's points before... NEW, however, is a POSITIVE outlook on the fact that Yers (WHYers) will change the workplace!
Too often it seems like our question "WHY" isn't that popular amongst company leaders. The fact that we are open with the possibility of changing jobs after just 2-3 years seems to chock some... WHY? If you are in your 40's - you will certainly have changed jobs several times - ALTHOUGH it's not "in your generation" to do so. And you've probably changed more times the last 10 years?
For me our outlook is simple! I am 27, have 6 years of university studies, and 11 years of work experience. I am on my SECOND "steady" employment - 2 times in 11 years... the rest has been time limited, extra, projects and so on. Anyone surprised that I don't SEE myself on one job for 10 years or more? If you are... ask yourself WHY! :D
I give 110 % to my employer, and I always do! But I expect 110 % back NOW - since I know that no employer will insure that there will be a LATER!
SO..I guess, just embrace the fact that you have people on the way to the workplace who CARES about their job, who are willing to do it well, who will question things and who will hopefully challenge you as a leader :)
-
Permalink Reply by Lena K on -
The article is dated
http://findarticles.com/p/articles/mi_m3495/is_4_46/ai_73848314
lets step 30 years back in time. did our parents and grandparents jump jobs the way our gen jumps jobs? its was a totally diff time. people thrived due to longevity in the workplace. now, people thrive due to turnover. in my field, a young graphic designer walks into an entry level job... sticks around for a couple yrs ( if that ) builds his exp. and portfolio, and jumps to a job that pays more. most companies shell out very little incentive to stay during review time. the cost of living is fucking high as hell, yet these companies keep you on a short leash and act like they cant afford to give what you are worth on the market.
when we start realizing self worth, we have the confidence within to not take less than we are worth. kids these days have negotiation skills that our parents didn't really have. or maybe they were scared to use these skills in fear of being fired. companies enslaved their employees with fear, to better control them. well we have a new generation that knows better than that. they stick up for themselves, they know their rights as citizens and employees and that right there stirs the corporate pot. these days, if a female is harassed on the job, she is more likely to go and report it. 30 years ago, men got away with all kinds of shit in the work place and fear was the tool they used to shut you up.
all in all, its a matter of control. when employers see that they have a high turnover rate, maybe they will be more willing to pay their hard working employees what they are worth. turnover rate costs a company greatly.
i cant wait to see what my daughters generation is going to be like. if we still have an economy...
-
Permalink Reply by Peter Syravong on -
Really interesting article. Companies with high turnover rates usually don't recognize this, and then it grows into a larger, internal problem. The only way to address high turnover is to really take care of the company's most important asset, its' employees. I think it will be the ever continuing, viscous cycle of the employee always wanting more in pay, and the employer to give the least in terms of pay. This new "Generation Y" differs from Generation X. I think Y is not afraid anymore, Y learned from X. Now learning what not to do, no I don't think so. Now learning what to do, YES. It's not that they don't care, but they know the only thing they have to lose staying at a job they are unhappy with (either financially, environment, placement, whatever reason.) is opportunity. So why not jump around the Odyssey years?
Y will and has changed the work place. Senior members may fear this new generation because they are talented, they stay on the bleeding edge of technology and advancements, and most of all...Hungry. And Y knows this. To me, that is what makes Y so different. Rob Walker looks at Y as more mature and grown up, "growing older younger" I suppose.
-
Permalink Reply by Lena K on
-
I totally agree Peter. We are not afraid to ask. We were taught " you don't ask, you don't get ".
Most of our baby boomers are set to retire in 2012. This will open the golden door of opportunity for our gen x'ers. The shift will boost our economy I hope.
What scares me is, will baby boomers BE ABLE to retire soon? You have people working throughout their 60' 70' & 80's these days. The financial systems in place are crumbling and being bought out. Wall street is sure to stumble and fall soon. What kind of impact does that leave our generation X & Y? We are going to be forced to pick up the economic pieces of this country and push on. The so called white collar male has run a muck with corp. greed and now who pays the price? The youth.
-
Permalink Reply by Lena K on
-
yes MR. president... whatever you say
http://online.wsj.com/article/SB122148653181836315.html?mod=hpp_us_...
when will they see the light?
Groups
-
Ads of the World
559 members
-
Non-Traditional & Altern…
407 members
-
Creative Directors Club
403 members
-
Copywriter Group
231 members
-
Social Marketing Group
191 members
Birthdays
Badge
© 2012 Created by Steve Hall.
