Tag Archives: Generation Y

Cultural Quick Tip #6: Multi-Generational Awareness

Today is the sixth installment of a new series for the Global Voice Blog. At the end of each week I will be posting a Cultural Quick Tip to promote broader thinking on the company and individual levels. These tips, along with their accompanying action steps, are meant to encourage everyone to work more effectively in a diverse workplace.

Cultural Quick Tip #6: 

Multi-Generational Awareness

For the first time, there are four generations present in the workplace. Each generation brings its values, shared experiences, and perceptions of the world, which frame interactions with coworkers. Acknowledging the existence of generational differences is the first step in creating high-functioning, multi-generational teams.

The next steps are to raise awareness about the strengths each generation brings to the workplace and to draw upon those strengths to create more dynamic teams.

Discussing generational differences provides opportunities for everyone to examine the values and norms maintained by each generation and how these values might cause conflict on a multi-generational team.

Action Step:

Gather information on the values, experiences, and perceptions of each generation. Share knowledge about the generational styles with employees to facilitate better understanding among the different generations.

If you are interested in more quick tips, please visit our website for more information on the book 101 Cultural Quick Tips for the Workplace at: http://www.culturecoach.biz/CCI%20Store/ccistore.html

Article Spotlight: Should You Approach Millennials in a Radically Different Way?

Click here for original article from Diversity Executive.

Transparency and candid conversations have a place in the work environment, but presuming to know millennials’ career expectations is dangerous.By Deanna Hartley. Imagine you are having the following conversation with a new millennial hire:

“We expect you to give us a really strong tour of duty for two to three years. When you leave, we expect you to be part of our corporate alumni group. We want you to be part of our corporate alumni network. We want you to help recruit new employees. We want you to be lifelong ambassadors and evangelists for our products and services. But we know you’re super talented and will come upon many other career opportunities while you work here. We know your tenure at the company may not last more than a few years.”

Not quite what you had in mind, right? Well, I recently came across an article that offers this as a template of sorts for conversations to occur between employers and incoming millennials, or “young people,” as they’re referred to in the piece.

At this point, you may be inclined to think: Wait a minute. Are you saying we should essentially throw all our retention strategies out the window and assume every incoming Gen Y employee sees his or her job as a stepping stone to something bigger and better?

My reaction — and keep in mind I’m a millennial — would be: Whoa! Are they expecting me to leave in a short time span — and if I don’t, will they think I’m an underachiever? Furthermore, if I do decide I only want to contribute a few years of service to this company and then look for greener pastures, why would I be motivated to perform to the best of my ability on a daily basis?

To me, this approach is analogous to an athlete walking onto the field knowing he will be traded imminently. Operating under that presumption, I’m willing to bet that any feelings of loyalty or determination to enhance one’s performance go out the window.

When we talk about engaging employees, a key motivator is purpose — for employees to feel like they are making valuable contributions that will somehow leave a mark on the world.

I certainly didn’t interview for my current job thinking, “How can I optimize my limited time at this company before moving on?” And, to be honest, I wouldn’t think any employer would want me if I held such a conviction.

The days of lifelong service to a single company may be gone, but presuming to know someone’s career expectations is just as unrealistic.

The American Dream: A Generational Perspective

On Tuesday night during President Barack Obama’s 2012 State of the Union Address the ‘American Dream’ was once again put front and center on the world’s stage.  Though Obama referenced it as “the basic American promise,” his true meaning was clear by this description of his grandparent’s post WWII belief that, “if you worked hard, you could do well enough to raise a family, own a home, send your kids to college, and put a little away for retirement.”  Obama brought up the subject of the American Dream to reflect on the current state that it is in, and according to the President, it is in peril due to current economic trends and the state of the US economy.

While the faltering economic condition of the United States has been at the center of many hearts and minds for the past four or so years, my own thoughts became preoccupied with Obama’s description of the America Dream. The President’s description made me stop and consider how the concept of the American Dream must have evolved over the years.  The American Dream that Obama described was certainly compelling to the Baby Boomer Generation and even to many from Gen X, but I have to wonder if this description is as compelling to Gen Y and younger generations?

In doing research on the current state of the American Dream I came across the man who originally coined the term in 1931, John Truslow Adams. In his book The Epic of America, Mr. Adams described his 1931 American Dream to be:

“…that dream of a land in which life should be better and richer and fuller for everyone, with opportunity for each according to ability or achievement. It is a difficult dream for the European upper classes to interpret adequately, and too many of us ourselves have grown weary and mistrustful of it. It is not a dream of motor cars and high wages merely, but a dream of social order in which each man and each woman shall be able to attain to the fullest stature of which they are innately capable, and be recognized by others for what they are, regardless of the fortuitous circumstances of birth or position.” 

While the idea of the American Dream surely existed long before Mr. Adams penned the above phrase, I think that his statement has a compelling modernity about it.  For me, a member of Generation Y, Mr. Adam’s version of the American Dream is a much more compelling vision than the “American Promise” described last Tuesday night.

Besides my own opinion, there are other reasons that I have my doubts regarding the future applicability of Obama’s version of the American Dream. Those other reasons come out of the work that our company, Culture Coach International, does around the four different generations in America today. Specifically, we work with companies on the topic of generations in the workplace.  One of the reasons that so many companies come to us with requests for consulting and training around the issue of generations is because of the fact that each generation has such distinct “generational personalities” that workers from different generations often times come into conflict with one another and this affects productivity, teamwork and employee engagement.  These conflicts arise from the different values, communication styles and work styles that workers from different generations possess.

Given this logic and my understanding of the basic profiles of the different generations, it stands to reason that the post WWII American Dream as described by Obama in his State of the Union Address, might not be as compelling to the Millennial and post Millennial generations as it is to Gen X and the Baby Boomers.

After all, Gen Y is challenging many ideas in the American workplace that are considered to be sacrosanct by the Baby Boomers, such as long meetings and hierarchy.  Not to mention the dramatic social changes ushered in by Gen Y such as Facebook and smart phones.  Our groups of friends now span the globe and we rarely speak to anyone on the phone – two social changes that have dramatically affected the way Americans live their lives. So would it be any more surprising if Gen Y started to challenge what are considered to be the essential elements of the American Dream?

Interestingly enough a 2011 survey by Xavier University’s Center for the Study of the American Dream found that the top five most important elements of the American Dream are as follows: “a good life for my family”, “financial security”, “freedom”, “opportunity”, and “the pursuit of happiness”.  On the surface these five elements do not seem to challenge the version of the American Dream as Obama depicted it in his State of the Union address.  Though I could not locate a breakdown of this survey data by generation or age groups, it would be interesting to see if there are differences in the rankings according to age group.  Would Gen Y and Baby Boomers have a significantly different order for their top five most important elements of the American Dream?

While we can survey and analyze the current state of the American Dream as well as look back and chart what has become of it over the years, we can only wait and see how current and future generations will come to define it.  Will it continue to look like the American Promise that Obama described last Tuesday?  Or will Gen Y and the Post Millennial Generation take the American Dream in a different direction?  Only time will tell but given the way that Gen Y is already dramatically reshaping the reality of American life I would guess that in another five years we will hear a markedly different version of the American Dream being described during the 2017 State of the Union.