e-Tips
Don’t Call Them the “Lost Generation”: Douse of Cold Water and Resilience of the Spirit
I am frequently asked whether the severe recession of the last few years and still very much with us will change the perceived attitudes and behaviors (e.g., optimism, neediness, “entitlement”) of Gen Y/Millennials. Of course only time will tell, and I can only give my educated opinion, as I will in a minute or two.
First let’s go through a checklist of typical attributes of this large and fascinating generation. Click here to access it.
This checklist, which I compiled in 2006) still holds true and is still valuable for recruiting and retention efforts. The horrible job market that has affected so many either personally or as witness to friends’ unemployment has certainly put a dent in the “always have felt sought after and needed” attitude. No doubt expectations have been lowered. Some media have already dubbed the Gen Yers/Millennials “the lost generation,” a label I feel is premature. They may go through a period of frustration, anger and disorientation, but many will use their pragmatic optimism to bounce back. And with renewed job growth eventually coming, the marketplace needs them, their energy and smarts to complement the small Gen X cohort.
No doubt 2009-2011 graduates have experienced a severe blow to their employment expectations. But let’s consider whether expectations of both students and employers - and homeowners and borrowers, etc. – all were inflated, sometimes outrageously so. Industries along with the economy and lifestyles could very well be undergoing a structural change. And change should be easier for young people who haven’t yet invested so much in the former status quo.
Nobody’s crystal ball can accurately predict the state of our economy or international relations three to five years ahead, except to say it won’t be as it was. Change will be required for all generations and all levels of management. We need to re-think hierarchy, motivations, and incentives. More senior people who want to maintain a position in the workplace indefinitely will need to be more open to role shifts that in turn open more opportunities to younger generations. They will need to abandon resistance to new approaches while grooming their successors.
The setbacks to their unfounded expectations will have a lasting impact on Gen Yers in some ways. Those whose career starts or promotions were delayed will take time to catch up (if they do). But their optimism and ambition is likely to survive and be channeled in unplanned ways that for some will be fulfilling as they are forced to be uncharacteristically introspective about themselves and careers and mellow toward needed maturity.
Also, I don’t believe either Gen X or Gen Y will abandon their push for more workplace and work/life flexibility. And I, personally, hope they don’t. That change is too long in coming and benefits all generations. The infrastructure is almost in place to support it.
I reiterate that these are my educated opinions based on both trendwatching and my personal talks and other interactions across the generations. It will be very interesting to see what unfolds, but it will be more rewarding for those who take action to influence outcomes rather than just standing by to see what develops.
As always, I am eager for your thoughts, opinions, feedback, questions and rants. Email to pwhaserot@pdcounsel.com or comment on my blog: www.nextgeneration-nextdestination.com.
Phyllis
© Phyllis Weiss Haserot, 2010. All rights reserved.
* The generational chronology for easy reference: Generations are defined by the similar formative influences – social, cultural, political, economic – that existed as the individuals of particular birth cohorts were growing up. Given that premise, the age breakdowns for each of the four generations currently in the workplace are approximately:
Traditionalists: born 1925-1942
Baby Boomers born 1943-1962
Generation X born 1963-1978
Generation Y/Millennials born 1979-1998
I am frequently asked whether the severe recession of the last few years and still very much with us will change the perceived attitudes and behaviors (e.g., optimism, neediness, “entitlement”) of Gen Y/Millennials. Of course only time will tell, and I can only give my educated opinion, as I will in a minute or two.
First let’s go through a checklist of typical attributes of this large and fascinating generation. Click here to access it.
This checklist, which I compiled in 2006) still holds true and is still valuable for recruiting and retention efforts. The horrible job market that has affected so many either personally or as witness to friends’ unemployment has certainly put a dent in the “always have felt sought after and needed” attitude. No doubt expectations have been lowered. Some media have already dubbed the Gen Yers/Millennials “the lost generation,” a label I feel is premature. They may go through a period of frustration, anger and disorientation, but many will use their pragmatic optimism to bounce back. And with renewed job growth eventually coming, the marketplace needs them, their energy and smarts to complement the small Gen X cohort.
No doubt 2009-2011 graduates have experienced a severe blow to their employment expectations. But let’s consider whether expectations of both students and employers - and homeowners and borrowers, etc. – all were inflated, sometimes outrageously so. Industries along with the economy and lifestyles could very well be undergoing a structural change. And change should be easier for young people who haven’t yet invested so much in the former status quo.
Nobody’s crystal ball can accurately predict the state of our economy or international relations three to five years ahead, except to say it won’t be as it was. Change will be required for all generations and all levels of management. We need to re-think hierarchy, motivations, and incentives. More senior people who want to maintain a position in the workplace indefinitely will need to be more open to role shifts that in turn open more opportunities to younger generations. They will need to abandon resistance to new approaches while grooming their successors.
The setbacks to their unfounded expectations will have a lasting impact on Gen Yers in some ways. Those whose career starts or promotions were delayed will take time to catch up (if they do). But their optimism and ambition is likely to survive and be channeled in unplanned ways that for some will be fulfilling as they are forced to be uncharacteristically introspective about themselves and careers and mellow toward needed maturity.
Also, I don’t believe either Gen X or Gen Y will abandon their push for more workplace and work/life flexibility. And I, personally, hope they don’t. That change is too long in coming and benefits all generations. The infrastructure is almost in place to support it.
I reiterate that these are my educated opinions based on both trendwatching and my personal talks and other interactions across the generations. It will be very interesting to see what unfolds, but it will be more rewarding for those who take action to influence outcomes rather than just standing by to see what develops.
As always, I am eager for your thoughts, opinions, feedback, questions and rants. Email to pwhaserot@pdcounsel.com or comment on my blog: www.nextgeneration-nextdestination.com.
Phyllis
© Phyllis Weiss Haserot, 2010. All rights reserved.
* The generational chronology for easy reference: Generations are defined by the similar formative influences – social, cultural, political, economic – that existed as the individuals of particular birth cohorts were growing up. Given that premise, the age breakdowns for each of the four generations currently in the workplace are approximately:
Traditionalists: born 1925-1942
Baby Boomers born 1943-1962
Generation X born 1963-1978
Generation Y/Millennials born 1979-1998