In researching media coverage of the Millennial Generation, I just came across this CBS News video that aired on November 21, 2008. Titled “Gen Y Social Misfits?”, I am still trying to figure out the point of the story. Is that Gen Y is the most techno-savvy generation? Is it that twenty-somethings spend so much time online that they have lost the ability to communicate face-to-face. Or is it that the Millennials spending so much time online has altered their brain wave patterns?
In general, I found the title of the piece to be inflammatory, the overall tone of the video to be negative, the focus unclear, and the net result to be one that perpetuates the “we (all of us well-adjusted people) vs. they (the Millennial Generation that needs to be fixed)” diversity tension.
Here is what I see as relevant:
1. The fact that twenty-somethings are “native” technology speakers is a good thing. That is their gift.
2. When a Millennial texts his or her friends, they are engaging in their version of “face-to-face” conversations.
3. Yes, by the year 2011, Gen Y will make up between 50 and 60 percent of the workforce. Ernst & Young is a company ahead of the curve in recognizing this demographic fact.
4. Why not make training in generational differences and face-to-face communication required for EVERYONE? Finally, visit any organization today and I think you will agree that it is not only the Millennial Generation that could benefit from a refresher course on face-to-face communication
One Way to Engage a Gen Y Employee…A Story
My friend Laura is a public health nursing supervisor. She knows that I do cross-generational work and recently shared this experience with me.
Mary is a twenty-something on Laura’s staff that is in her first professional job out of school. At Mary’s annual review, Laura did what every good manager does, she asked Mary for her input on how Laura could me more effective in providing work direction or if there is anything in the way they work that could be done differently. Mary told Laura that she thought she was a great boss and then ask why they had to follow a certain process for client visits because she thought there might be a better way. Now, Laura could have given, the “that’s the way we’ve always done it” response and moved on. Instead, she asked Mary, “What ideas do you have about how things could be done differently?” Mary then outlined a well-thought out recommendation for the process with great reasons. Laura told me that her first reaction was “that’s a great idea” and she asked Mary to write up her recommendation so that Laura could get the necessary approvals for change (they do live in a hierarchical organization afterall). Mary completed the written recommendation in a nanosecond, and Laura got the approvals very quickly. This new practice made the operation a whole lot more efficient and effective and had other staff saying, “Why didn’t we do this sooner?’
Here is the lesson. One of the many gifts that the Millennial Generation brings to the workplace are fresh eyes, an enthusiasm to contribute immediately, and the ability to see solutions that simplify the way things are done. When a baby boomer manager dismisses a suggestion of a Gen Y employee because they are too young or new or whatever, they leave that young employee with the feeling that they can’t make a difference where they are and increase the likelihood that person will be texting their network to find another job. In contrast, Laura’s response really helped Mary feel included and the fact that many loved the suggestion increased Mary’s credibility with everyone. And … because the manager has such a strong impact on job satisfaction, Mary is probably texting her friends about what a great place to work she has. This is a win-win for everyone!