The Method of Madness

There have been a lot of articles about how to retain, engage, recruit, manage, INSERT HR TALENT BUZZWORD HERE the so-called Gen Y’ers. As a Gen Y’er myself (1983, whut whuuut), I can agree with some of the points raised by these authors. Every generation has its differences and I think there are definitely subtleties and strategies when dealing with a certain generation. However, some of these authors make it sound as if some employment apocalypse has descended upon them as those ages 20-something descend into the talent pool of America.

Based on articles I’ve read, we would be completely unhappy in any “traditional” workplace, we’re self-absorbed, have a sense of entitlement that would make British royalty give pause, and we’re all ardent technophiles. With all of our crazy values, we’re just ready to upend corporate culture and make senior management cringe in terror like a parent with an unruly 13 year-old. I say… bullshit.

Yes, we’re different people. But our needs are the same.

This article highlights some factors that appeal to my generation: casual dress code, flexible hours, flat hierarchy, transparent/explicit reward system, and frequent feedback. I have to ask, though: what generation would this not appeal to? I work with 40-somethings, and I don’t see them coming to work in pant suits and collared shirts. I’ve yet to meet anyone who doesn’t appreciate frequent and timely feedback. And an explicit rewards system is just good HR.

Gen Y has the same needs Gen X, Baby Boomers, and… well, whomever came before them. At the end of the day, it’s about being appreciated and feeling like a valued member of whatever organization we join. Yes, we’re young, and yes, even I’d agree that we’ve been promised the world throughout our academic journeys. We have high hopes, high potential, and a desire to change the world. All we want is recognition that our ideas mean something… just like anyone else.

“What we have here is a failure to communicate.”

Clearly, the problem isn’t in expectations, but how generations communicate. This, I will agree, is different from how Gen X communicated with each other. With the advent of Twitter, Facebook, social media, and the explosive growth of the Internet, communication has radically changed. Technology as a communication medium has been ingrained into my generation, and let’s face it: it’s fast, efficient, and enables you communicate in a variety of ways. You don’t need a special strategy. All you need to do is listen and legitimately care about what your Gen Y employees have to say.

Don’t believe me that generations really aren’t that different? Here’s an excerpt from the article I just mentioned about Gen Y:

They represent the first generation that grew up with the Internet, multitasking and they are in constant real-time communication with family, friends and classmates.

And here is an excerpt from a book called “Managing Generation X,” by Bruce Tulgan (2000):

My initial goal in writing this book [...] to introduce the world to the real Gen X: flexible, adaptable, technoliterate, information-savvy, independent, entrepreneurial, and in tune with the just-in-time workplace.

Sound familiar?