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Avoiding Gen Y stereotypes on the job
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Yes, I know this is going to come as a complete shock, but those in Generation X and older have developed certain stereotypes about Generation Y. And, if you let them, these stereotypes could affect how you are viewed on the job – or during the hiring process.
Stereotype #1: They’re entitled. “It’s a commonly held belief that Generation Y wants it all right now and doesn’t want to have to work for it. They believe the world owes them. They complete their orientation period and immediately want a promotion. Ask managers about Gen Y’s sense of entitlement, and you’ll hear that and a lot more,” explained Mark Murphy, co-author of “Generation Y and the New Rules of Management.”
How to avoid it: “Memorize this phrase: ‘What can I do to help?’ People believe you’re self-centered and entitled. So, tackle that myth head-on by asking your boss and colleagues how you can help them, without regard to your own self interest. In this case the adage is true: The more you give, the more you’ll receive,” said Murphy.
Phyllis Weiss Haserot, president of Practice Development Counsel, adds, “Have reasonable expectations. If you are not challenged enough, ask for new projects where you can learn new skills. Or, initiate. Suggest something to benefit the organization and volunteer to develop it.”
Stereotype #2: They’re needy. “The 24/7 feedback loop is expected to continue in the office and other generation managers are often asked for feedback on a daily basis,” said Caroline Ceniza-Levine, partner at SixFigureStart Career Coaching.
How to avoid it: “Ask your manager how he or she likes to communicate, and honor that,” said Ceniza-Levine. “If they want a debrief daily, do that, and ask for short-term feedback there. If they want less regular contact, make sure you make appointments to get the feedback you need instead of popping in unexpectedly.”
Stereotype #3: They have no work ethic. “Gen Ys may not know what behaviors signal a solid work ethic,” said Amy Lynch, an author and speaker about Generation Y. “Those of us who have been in the workplace awhile assume a Gen Y knows what we mean when we say things like ‘dress neatly,’ ‘provide prompt service,’ or ‘be punctual.’ They grew up during a very different time in history when workplace and social behaviors were quite casual.”
How to avoid it: “A Gen Y employee can ask his or her supervisor to be specific about what they expect. The employer is going to take that as a sign of interest and commitment, and the Y is going to get the information he or she needs to do the job the way the supervisor expects,” said Lynch.
Diane Thielfoldt, learning strategist and co-founder of The Learning Café, adds, “Show 'em your stuff. Let your boss know what you're doing – when and how. Make opportunities for yourself to be seen doing your best.”
Stereotype #4: They’re self-centered. “Many believe that because Generation Y enjoys self-promotional social networking sites like MySpace and Facebook that they are egocentric,” explained Kimball Norup, CMO of M Squared Consulting. “Yes, Generation Y spends a lot of time on these sites, but they are actually team players.”
How to avoid it: “Even though people in Generation Y tend to be team players, those just entering the workforce shouldn’t back down from seeking leadership opportunities. Learning to take the initiative and make suggestions to managers can help build these leadership skills,” said Norup.
Ryan Paugh, community manager and co-founder of Brazen Careerist, Inc., adds, “Start a blog, and write about your experiences as a young, twenty-something professional. Employers are looking into the world of social media to find top, young talent because they know that career-minded young people embrace it. Blogs are a step above Facebook, MySpace, LinkedIn, etc., because they force an opinion. It's not just about exploiting information about yourself; it's about proving that you have something worthwhile to say.”
Stereotype #5: They’re not loyal. “Employees within this age bracket are frequently believed to be unwilling to commit to long-term goals or difficult objectives, unless these resonate deeply with their core desires, beliefs and personal agenda,” said Mark Johnson, HR manager for Serena Software.
How to avoid it: “Be committed to the work, the job and the team,” said Johnson. “Co-workers and managers will be looking for early signs of commitment, be it sacrificing some late evenings for a project, taking on an unpleasant task for the team or taking on responsibility above and beyond your immediate job. A visible willingness to commit to hard work and the team will go a long way toward creating acceptance and overcoming stereotypes.”
Beth Carvin, CEO and founder of Nobscot Corp, adds, “This starts during the interview process. Gen Y workers should be mindful of overcoming the stereotypes when talking with prospective employers both HR and hiring managers. They should be prepared to talk about projects or activities that they have been committed to over a long period of time. They should discuss their goals of finding a great company and staying with it long-term. They should express their willingness to start at the bottom and work their way to the top as they learn and grow.”
Stereotype #6: They’re oblivious to time. “Gen Ys comfort with ‘time shifting’ can be good and bad,” said Ashley Grayson, vice president for business development at Criteria, LLC. “Gen Ys working at results-measured activities like computer programming may happily pull all-nighters or otherwise be very productive working on their own time. Those in jobs requiring being at a post from 9 to 5 will have trouble fitting in.”
How to avoid it: “Pick the job that suits your personal clock,” said Grayson. “If you love time shifting, seek jobs where when and where you work will not get rigorously tracked. You can write computer code or do spreadsheet accounting at Starbucks or home in your pajamas, and no one will care. But, if you take a job that demands presence, just show up. Like Woody Allan says, ‘Eighty percent of life is showing up.’”
Debra S. Magnuson, co-author of “Work with Me,” adds, “Gen Y workers can help older workers understand their 24/7 work attitude. Generally speaking, Gen Y workers do not have boundaries between their work and personal lives and will often work from home or play at work. By letting older workers know that they are connected to work all the time, they may show how hard they are really working. It’s also important for Gen Y workers to realize that older workers have more defined boundaries between work and personal lives. Respecting these boundaries may make working together easier.”
Stereotype #7: They lack manners. “Generation Y has been brought up in an environment that did not require ‘yes sir’s’ and ‘no sir’s.’ Great grandparents of generation Y accepted corporal punishment at school and discipline at home, but through the ages of change, the current parent would not think of disciplining their own Generation Y kid much less let a teacher. The trophy kids of generation Y have never been told no, nor made to use manners. ‘You are welcome’ has been replaced with ‘no problem’ and ‘thank you’ replaced with “cool dude,” said Lt. Colonel Bruce Bright, director of business development at The Sanders Trust.
How to avoid it: “Generation Y needs to incorporate manners into their vocabulary and actions. Employers are not their parents and therefore do not need them if they cannot serve the company’s clients. In most cases, customers prefer to be treated with manners and polite actions,” said Bright.
Stephanie Gurtman, a junior at Boston University and co-founder of InternshipRatings.com, adds, “This stereotype can be avoided in the workplace by getting to know your company's culture. At my last internship, I observed employees having heated exchanges with the principals of the company where cursing and yelling were commonplace. Other companies, however, have less laidback and informal practices.”
Stereotype #8: They’re rouge. “A common stereotype of Generation Y on the job is that they are unwilling to adapt to company policy if they don’t agree with it. It is assumed that Generation Y does not have the desire to integrate into a corporate culture,” explained Bret Bernhoft, a Generation Y consultant with the InsYght Group.
How to avoid it: “Generation Y must approach their employer about any policies or corporate cultural issues they have a grievance about,” said Bernhoft. “Following company policy can be difficult for any generation, but Generation Y especially. To avoid conflict over integration, it will be important for Generation Y to take on the responsibility of managing their frustrations in a positive and productive way.”
Stereotype #9: Their helicopter parents are flying low overhead. “Parents of Gen Ys are too involved in their child’s job search and salary negation. This generation wants to, or feels they must, include their parents in their job selection, sometimes even bringing parents along to interviews,” said Dr. Tim Elmore, founder and president of Growing Leaders.
How to avoid it: “Employees should understand the value in standing alone and assuming responsibility on their own,” said Elmore. “Some things are only learned through the pain of failing. Realize that your boss would like to hear your opinion and thoughts, not someone else’s.”
Haserot adds, “Recognize that while asking parents for advice is often wise, that should take place behind the scenes. An employer wants to see that young employees can make their own decisions, take responsibility and are accountable. Keep your parents out of the workplace except when invited, and don’t talk with parents by phone several times a day at work.”
Stereotype #10: They lack presence when speaking. “Many times Gen Ys cannot get beyond the problem of the vocalized pause. This generation, worse than any before it, is addicted to ‘um,’ ‘uhs,’ and ‘likes.’ For some, this is an unfair stereotype. But for many, it is spot on accurate,” said Bronwyn Saglimbeni, principal of Bronwyn Communications.
How to avoid it: According to Saglimbeni, this problem can be avoided using the NAP trick. “Notice – Become aware of why and when you use vocalized pauses. Is it because you are uncomfortable with silence? Is it because you are afraid of being interrupted? Accept – It is a powerful thing to simply accept that you have this challenge. Once you accept it, you can begin to change it. Practice – Begin practicing in small ways. If you have a hard time with silence, begin using silence as a time to collect your thoughts even mid-sentence when talking on the phone with friends. Practice in the mirror while shaving or blow drying your hair. Once you build up some muscle, begin trying it out in meetings and conference calls. It takes time…be patient!”
Brandon Mendelson, a member of Generation Y, adds a final thought: “My generation has to take the skills we possess and help the previous generations. We can't hold the attitude that we know better and should go it alone. Think about the company as a community. If everyone performs at a higher level, you benefit and the team benefits. This approach will kill the stereotypes and make your work experience a smooth and enjoyable one.”
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