The three most notable insights I find most significant when discussing the "Y" generation are as follows: 1) their Lack of Socialization for the purpose of collective teamwork; 2) their Resistance to Structure/Authority and 3) their constant need for stimulation and immediacy of information.

1) This generation lacks socialization skills. It's a paradox, they may want to "be part of something" or be part of a "team" but they do not have the necessary skills or experience to negotiate themselves as a collective. It is generally understood that this is the first of our generations to grow up in front of the media/television and this has directly influenced the way they interact with people. And studies have proven that this generation lacks the intimacy, desire and want to sustain communicative relationships outside of a technological realm. Let’s take note of a few examples: If you take a look at their socialization prior to the workforce with the school and friends; they don't go to the library and do any kind of group research; they can't give a speech because they don't know how to address people; they don't know how to read body language; they don't engage in group activities like the film festival, music concerts or go to the movies. The result then, is a generation that is individual in thought and autonomous in practice. There is no need for the visceral experience of traditional forms of communication rather, this generation has created for themselves a new means of interacting that is ultimately focused on individual need and interest without taking into account the collective good. Technology has allowed for this self-absorbed and self-directed learning…as the individual reigns supreme in our technological world as the individual does not use or rely upon the traditional forms of communication that once privileged the input of group thinking. Therefore, in my view, to help this generation in the workforce, and if your company requires team work to get the job done, then your organization should develop a training program to address the issues of communication, language exchange, and most importantly, the function and purpose of "team work"—that is much exempt from this generations’ foundational socialization.

2) This generation is resistant to Structure/Authority because they don't understand the concept of a dominant ideology, they are a "ME" generation they don't understand "WE". Again it goes back to a new means of socializing individuality—one that is premised on individual interest and one that is skeptical of structure of any kind. The media essentially, at its core, is a structureless domain. The concept of the internet as a “wild west” forum that knows no bounds or censorship is the best metaphor that encapsulates this generation’s mentality. Without doubt, this generation is highly skilled, highly educated and very independent – yes, yes yes! The internet has no censorship, has no filter, and from an early age, this generation has the power to navigate and engage in all subject matter whether appropriate or not. And this power to do so, accumulates as differentiated knowledges of various subjects. So of course, when they enter the workforce and their computer access is limited they are upset and can't understand why and are left feeling mistrusted. Moreover, when their boss puts rules and regulations and policies in place in light of work practice, this generation is at once ready to question this authority as this structure stifles the ways in which they think and do. We need to perceive of this “me” generation is its own boss and ironically enough, they can own this status as they have the knowledge of technology that previous generations lack. Hence, they make their own rules. They need not listen to instructions, rather, they aim to create their own. They want control over every aspect of their employment. This is where more flexibility in the workforce needs to be introduced: flex time, home options, summer hours etc. to increase productivity.

3) Lastly, this generation constantly needs to be stimulated. So your workforce needs to change and accommodate this. Surely, we can come up with more entertaining ways to get the job done that includes a more multi-media, multi-technological format…one that this generation finds more creative and accessible.

The three most notable insights I find most significant when discussing the "Y" generation are as follows: 1) their Lack of Socialization for the purpose of collective teamwork; 2) their Resistance to Structure/Authority and 3) their constant need for stimulation and immediacy of information.

1) This generation lacks socialization skills. It's a paradox, they may want to "be part of something" or be part of a "team" but they do not have the necessary skills or experience to negotiate themselves as a collective. It is generally understood that this is the first of our generations to grow up in front of the media/television and this has directly influenced the way they interact with people. And studies have proven that this generation lacks the intimacy, desire and want to sustain communicative relationships outside of a technological realm. Let’s take note of a few examples: If you take a look at their socialization prior to the workforce with the school and friends; they don't go to the library and do any kind of group research; they can't give a speech because they don't know how to address people; they don't know how to read body language; they don't engage in group activities like the film festival, music concerts or go to the movies. The result then, is a generation that is individual in thought and autonomous in practice. There is no need for the visceral experience of traditional forms of communication rather, this generation has created for themselves a new means of interacting that is ultimately focused on individual need and interest without taking into account the collective good. Technology has allowed for this self-absorbed and self-directed learning…as the individual reigns supreme in our technological world as the individual does not use or rely upon the traditional forms of communication that once privileged the input of group thinking. Therefore, in my view, to help this generation in the workforce, and if your company requires team work to get the job done, then your organization should develop a training program to address the issues of communication, language exchange, and most importantly, the function and purpose of "team work"—that is much exempt from this generations’ foundational socialization.

2) This generation is resistant to Structure/Authority because they don't understand the concept of a dominant ideology, they are a "ME" generation they don't understand "WE". Again it goes back to a new means of socializing individuality—one that is premised on individual interest and one that is skeptical of structure of any kind. The media essentially, at its core, is a structureless domain. The concept of the internet as a “wild west” forum that knows no bounds or censorship is the best metaphor that encapsulates this generation’s mentality. Without doubt, this generation is highly skilled, highly educated and very independent – yes, yes yes! The internet has no censorship, has no filter, and from an early age, this generation has the power to navigate and engage in all subject matter whether appropriate or not. And this power to do so, accumulates as differentiated knowledges of various subjects. So of course, when they enter the workforce and their computer access is limited they are upset and can't understand why and are left feeling mistrusted. Moreover, when their boss puts rules and regulations and policies in place in light of work practice, this generation is at once ready to question this authority as this structure stifles the ways in which they think and do. We need to perceive of this “me” generation is its own boss and ironically enough, they can own this status as they have the knowledge of technology that previous generations lack. Hence, they make their own rules. They need not listen to instructions, rather, they aim to create their own. They want control over every aspect of their employment. This is where more flexibility in the workforce needs to be introduced: flex time, home options, summer hours etc. to increase productivity.

3) Lastly, this generation constantly needs to be stimulated. So your workforce needs to change and accommodate this. Surely, we can come up with more entertaining ways to get the job done that includes a more multi-media, multi-technological format…one that this generation finds more creative and accessible.

In terms of Facebook and other social media outlets, I have found in my personal experience that many employers are terrified to use (or allow the use of) newer technology & social media outlets because they simply don't understand them. When they employ members of a generation who are significantly more familiar and experienced with these things, I find it silly that they often don't even consider utilizing these methods, especially when it can be to their advantage PR-wise and ER-wise. It almost seems like a waste as often Gen Y's are excited to share their knowledge and educate their older co-workers on the importance of these mediums. When that opportunity is denied, you can feel as though you have little to contribute.

Finally, I completely agree with Trina — you need to have learning objectives! However, employers can't just sit down and create the objectives, then file them away. It's just as important to stay familiar with the skills and tasks your employees are interested in/desire to accomplish and ensure that they are given the opportunities — not just forced to seek them out themselves.

Thanks!

In terms of Facebook and other social media outlets, I have found in my personal experience that many employers are terrified to use (or allow the use of) newer technology & social media outlets because they simply don't understand them. When they employ members of a generation who are significantly more familiar and experienced with these things, I find it silly that they often don't even consider utilizing these methods, especially when it can be to their advantage PR-wise and ER-wise. It almost seems like a waste as often Gen Y's are excited to share their knowledge and educate their older co-workers on the importance of these mediums. When that opportunity is denied, you can feel as though you have little to contribute.

Finally, I completely agree with Trina — you need to have learning objectives! However, employers can't just sit down and create the objectives, then file them away. It's just as important to stay familiar with the skills and tasks your employees are interested in/desire to accomplish and ensure that they are given the opportunities — not just forced to seek them out themselves.

Thanks!

For example, when someone requests something from me, I respond immediately (even if it's a note to say "I'll look into it and get back to you"). My natural instinct is to expect the same of others.. It took me a while to learn that people haven't forgotten about me when I don't get a reply within a few hours or a day.

For example, when someone requests something from me, I respond immediately (even if it's a note to say "I'll look into it and get back to you"). My natural instinct is to expect the same of others.. It took me a while to learn that people haven't forgotten about me when I don't get a reply within a few hours or a day.

As a Gen X/Y cusper, I would say one more killer move organizations make is to THINK they are ready for a younger workforce and the energy that comes with it, when in fact the organization lacks the cultural change needed to embrace change. Too many times we see young, keen, eager employees come into an organization, pour their heart and enthusiasm into their work, then be frustrated when their "priority" projects get buried on some exec's desk – as all the while the exec continues to fight the old-school fires, the old-school way.

Progress is important to all employee generations – but with Gen Y, we gotta show 'em fast that we are serious about what they're working on…or they'll find an organization that will pay more than lip service.

As a Gen X/Y cusper, I would say one more killer move organizations make is to THINK they are ready for a younger workforce and the energy that comes with it, when in fact the organization lacks the cultural change needed to embrace change. Too many times we see young, keen, eager employees come into an organization, pour their heart and enthusiasm into their work, then be frustrated when their "priority" projects get buried on some exec's desk – as all the while the exec continues to fight the old-school fires, the old-school way.

Progress is important to all employee generations – but with Gen Y, we gotta show 'em fast that we are serious about what they're working on…or they'll find an organization that will pay more than lip service.

When I complained, they agreed to open it up — for my computer only. I still quit. If they're willing to pull that sort of bullshit, god knows what was next?

When I complained, they agreed to open it up — for my computer only. I still quit. If they're willing to pull that sort of bullshit, god knows what was next?

I think all of these are great. Two other items I would add are related to 1) and 2).

The first would be "You Don't Provide Learning Opportunities". Are there workshops you can send them to that send the message that their growth and development is important? Have you asked what they are interested in learning/improving. A learning plan is one of the first things I do with a new Millennial staff member.

The second is "You Don't Connect Them to the Bigger Picture" (I'm thinking from a nonprofit perspective, but I'm sure this can carry over to all sectors). Even if their position is entry-level with menial tasks, have you imparted the importance of their work to the overall success of the organization? Though work is work, it's nice to be reminded that your work is of value.

There's a nice piece about what Robert Egger learned from Gen Y here: http://www.robertegger.org/blog/?p=391.

I think all of these are great. Two other items I would add are related to 1) and 2).

The first would be "You Don't Provide Learning Opportunities". Are there workshops you can send them to that send the message that their growth and development is important? Have you asked what they are interested in learning/improving. A learning plan is one of the first things I do with a new Millennial staff member.

The second is "You Don't Connect Them to the Bigger Picture" (I'm thinking from a nonprofit perspective, but I'm sure this can carry over to all sectors). Even if their position is entry-level with menial tasks, have you imparted the importance of their work to the overall success of the organization? Though work is work, it's nice to be reminded that your work is of value.

There's a nice piece about what Robert Egger learned from Gen Y here: http://www.robertegger.org/blog/?p=391.

After spending 4 years with Gen-Ys in a very technical program, I was surprised by how few of them actually understood the technology they used … and how often they were stymied by tech that was "similar but different" from the tech that they were used to.

As in the generations before them, there is a core group of Gen-Y early adopters who *do* get technology, and they help educate their less tech-savvy friends in its use. But those friends? They're mostly operating by rote. Replace their Microsoft Word with Open Office and they can't make a chart until their techie friend shows them the differences between the two applications.

My point is that employers shouldn't automatically assume that a Gen-Y employee is going to automatically be better equipped to handle technology than anyone other employee. Or rather, they might be able to handle the stuff they grew up with using, but membership in Gen-Y does not guarantee any sort of flexibility when it comes to learning new technologies.

After spending 4 years with Gen-Ys in a very technical program, I was surprised by how few of them actually understood the technology they used … and how often they were stymied by tech that was "similar but different" from the tech that they were used to.

As in the generations before them, there is a core group of Gen-Y early adopters who *do* get technology, and they help educate their less tech-savvy friends in its use. But those friends? They're mostly operating by rote. Replace their Microsoft Word with Open Office and they can't make a chart until their techie friend shows them the differences between the two applications.

My point is that employers shouldn't automatically assume that a Gen-Y employee is going to automatically be better equipped to handle technology than anyone other employee. Or rather, they might be able to handle the stuff they grew up with using, but membership in Gen-Y does not guarantee any sort of flexibility when it comes to learning new technologies.