Will This Tough Job Market Change Generation Y?

When I graduated from college, my priorities were: getting a job doing something I loved, having opportunities for advancement and making enough money to pay the rent.

Not so different from what Generation Y wants now, is it? And, I have even more in common with them: I needed a job when the economy was basically in the toilet. I know what it feels like to look for work when employers are cutting back.

At the same time, I know those tough times taught be a lot of valuable lessons. I decided to look into what the impact -- if any -- this difficult job market will have on young workers. Here's the column I did for Gannett:

They have been called unflattering names such as the “Entitlement Generation” or “Generation Me,” but young people seeking jobs these days may have a new name: realistic.

Often known has Generation Y, these young people for years have turned companies and recruiters inside out as they demanded jobs for more pay and more opportunities. With their technology skills and great social networking abilities, GenY ( born roughly between 1980-2003) previously have found employers willing to meet their expectations.

But then the recession hit and unemployment soared to more than 10 percent. Like the rest of job hunters, Generation Y has found jobs can be tough to come by, even with their skills. That has caused what some might term an attitude adjustment.

“This is now a more grown up generation,” says Dan Finnigan, CEO of Jobvite.

Finnigan says recruiters, who often called young job seekers “challenging,” now report Generation Y job candidates are more willing to compromise on salaries or job duties.

In a recent survey, Jobvite found that before the recession, more than 60 percent of GenY candidates wanted a higher compensation than offered. Today, more than 50 percent of candidates say they will take the salary offered. Further, now almost one-third of applicants are trying to get jobs below their skills level, a jump of 25 percent from the pre-recession level.

“Employers just don’t have the time or patience for a generation that is so picky,” Finnigan says. “This generation is not pushing back as much as they did before.”

The National Association of Colleges and Employers, an organization of career counselors, says that employers will hire 22 percent fewer college graduates than last year. The question is whether the tough times being experienced now by this younger generation will forever change their attitudes – or be just a momentary blip in their career plans.

“This generation of workers is still highly desirable because of their skills in technology and their (social media) connections,” Finnigan says. “Employers are always going to need new blood, and that’s not going to change. But do they (GenY) have less of an attitude? Yes. And that’s a good thing.”

That “attitude” is what often has driven a generational wedge between workers. Some older workers see the young employees as wanting advancement and opportunities too quickly without paying their dues. Some younger workers see practices in today’s workplace as outdated and ineffective.

Wayne Hochwarter, a Florida State University professor who studies the workplace, says that despite the bad economy and many college graduates unable to land their desired jobs, the changes within the generation may not be that profound in the short or long term.

“I don’t know that young people’s attitudes have changed a lot, but maybe they’re more prone to say, ‘Well, it isn’t utopia, but I can make it work for me,’” Hochwarter says. “They understand they’re not going to get exactly what they want right now.”

Hochwarter says that many college students on his campus seem unfazed by the bad job numbers and tough economic times. “Of course, you have the one group who is gung-ho, but realistic. They’re paying attention and taking all the opportunities they can to make contacts (for jobs). Then, you have the other group sitting on the sidelines, just out of it.”

He says the group that is “unwilling and unable” to do more to gain entry into the working world is often supported by parents who tell them to “just wait out the recession” by staying in school.

“I don’t think the recession is really going to affect this generation all that much. They’ve been ingrained all their lives with the attitudes they have, and employers are still going to want them because they’re cheaper to hire than older workers and they have in-demand skills.”

“But are they going to be different? I kind of doubt it. You take the skin off a cucumber and it’s still a cucumber,” Hochwarter says.

Do you think this job market will have any impact on Generation Y?

Psssttt....Can GenYers Keep a Secret?

Generation Y (sometimes called the Millenial Generation) is often touted as being technologically savvy, great at coming up with new ways to work and influencing the workplace as never before. They’re also said to be a bit whiny and have a sense of entitlement.

Well, it also seems they can’t keep a secret.

Now, before everyone starts hitting the “comment” button to send me nasty messages, I just want to outline a conversation I had with Marian Salzman, who is touted as being one of the world’s leading futurists/trendspotters, and chief marketing officer for Porter Novelli.She noted that with the “total transparency” this generation practices, it can be a bit tricky getting them to keep their mouths shut – and their fingers away from typing or texting everything and anything they know or think.

So, maybe you're thinking this isn’t such a big deal. Maybe you think it doesn't matter what they put on MySpace or Facebook or even LinkedIn. But Salzman thinks it's a problem.

“We’re going to have to teach this generation the rules of confidentiality,” Salzman says. “We’re going to have to teach them to keep secrets and to learn the value of privacy."

This is an interesting point, I think. This generation has grown up with 24/7 news and they are accustomed to finding out anything they want with a few keystrokes. They’ve been privy to many "private" issues, from celebrity sex tapes to embarrassing conversations in the White House. They’re very comfortable sharing any and all information online.

Would it necessarily be bad if they made the workplace more open? Or, could their lack of discretion and judgment cause them to share information that could damage a company in the short or long term?

Maybe only time will tell. For right now, companies seem torn. At a time when they fire employees for blogging about the job, they also are entering -- or at least exploring -- the blogosphere.

Do you think it's a fair assessment that GenYers can't keep their mouths shut? And, does it really matter?




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Young Workers "Amped Up" and Ready to Go

Shawn Graham is an associate director with the MBA Career Management Center at the University of North Carolina at Chapel Hills' Kenan-Flagler Business School. He is also author of "Courting Your Career: Match Yourself with the Perfect Job". I recently asked him some questions regarding young workers:

You are on the front lines of helping college graduates and young professionals find a job. What strengths do you think they bring to the workplace today?
Young professionals bring a fresh perspective to the workplace that can lead to exciting new initiatives and creative solutions to existing challenges. And because they’re amped up and ready to go, they bring a great deal of energy to the table that can reinvigorate other members of the team. But that same “can do” attitude can also lead to one of the biggest challenges faced by new professionals…how to bring new ideas and energy without appearing as a “know it all” to the people already at the company who bring years of experience to the table?

On the other hand, what areas should an employer expect to provide some support or training -- areas that are "weaker" for these young employees?
Young professionals can definitely benefit from additional training on how a particular business operates. All the education in the world is great, but for them to be ultimately successful they need a structured training program to teach them the subtle (and sometimes not so subtle) nuances of the business. If they have limited experience in a particular functional area or they need work on their presentation skills, an employer will often provide skill building opportunities and resources to help them get up to speed quickly.

Even though they may lack experience, how can younger workers make themselves a valuable part of a company?
They should look for, and take advantage of, any and all opportunities that present themselves. Early in their career, it’s important that they be willing to roll their sleeves up to pitch in on projects and do whatever needs to be done. This can be a tough pill to swallow for some, as they might think graduating from college means a fast track to being the CEO of the company within their first 12 months on the job. Volunteering for projects also gives them exposure to people across the organization which can help build their professional network.

There's been discussion about "generational" disagreements in the workplace between young employees and those with more experience. Do you think this is an exaggeration? Why or why not?
Great question. I think there’s some validity to the discussion. However, I think disagreements typically have less to do with generational differences, and more to do with communication and management styles. As someone who would be categorized as a “Gen X’r,” I can honestly say that I don’t think I’ve ever gotten into a disagreement with someone in the workplace because of generational differences. Instead, it seems like a lot of disagreements are based on the way employees approach a particular topic or issue. Instead of focusing on the differences between the two groups, as in any case when you’re trying to establish a dialogue, it’s important to find a common ground.

Can you provide a few tips on how older workers can better work with, and understand, the younger worker?
The first thing they can do is remember how they felt when they were coming into a new job as a freshly minted young professional. There’s a pretty good chance they didn’t always get along or see eye to eye with those within the organization who had years of experience. They can also look for ways to leverage the strengths the younger workers bring to the table. That will not only the more experienced workers better appreciate their contributions, but it will also give the younger employees a chance to feel like they’re making a difference. Adaptability is also a must. If someone has a new idea or a different way of doing things, have the flexibility to give it a try.


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Entitled Generation Hits the Workplace With Chutzpah and Plenty of Controversy

I was grocery shopping the other day (one of the things I hate doing the most), and my attention was drawn to a mother with her two young daughters.

“Can you pick out some juice for Mommy?” the woman asked her oldest daughter, who appeared to be about 6-years-old.

The girl picked up a bottle of apple juice and turned to her mother. “Look what I did, Mommy!”

“Oh! That’s the BEST JUICE EVER. You did a GREAT JOB! That’s so WONDERFUL! I’m SO PROUD of you!” the mother gushed.

Geez, I thought. It’s only apple juice. Child didn’t just negotiate peace in the Middle East.

I continued on my way until I came to the dairy section where another mother was trying to talk her son into letting her place some cut flowers on his lap while he rode in the grocery cart. He was balking a bit, his lip sticking out while he contemplated his mother’s request.

Another mother stopped nearby as the boy finally held the flowers and his mother prepared to continue shopping.

“Wow! That is TOTALLY AWESOME!” the other mother told the boy. “Aren’t you SO GREAT for helping! You’re the best helper EVER! What a TERRIFIC thing to do for your mom!”

Ooo-kay. Another child who didn’t bring an end to world hunger, but was praised as if he did – merely because he held onto a bunch of daisies.

That grocery store experience was why the recent story about the “Entitlement Generation” (those born after 1970) caught my eye. The story found that the kids who have been handfed the constant “you’re-so-great” feedback throughout their lives grow up to be (big surprise) a bit full of themselves.

The problem, however, with these narcissistic youngsters seems to be that when they enter the workforce they continue to believe they are always the best, and always right. They drive older workers and bosses bonkers.

Still, some experts believe these young workers may end up helping, rather than hurting, the workplace. Yep, it seems this brazen, brash, can’t-stop-me-or-top-me generation may be just the shot in the arm many companies need to find innovative, energetic and creative ways to function.

On the flip side, however, some experts contend that this generation often alienates and bullies others, and ignores good advice or common sense. Relying on these kinds of workers actually hurts, rather than helps, a company since their wrong-headed ideas can quickly hurt the bottom line, experts say.

So, I guess the key is this: We’ve got to find a way to nurture and guide these young workers in the right direction without totally squashing the chutzpah they bring. In other words, finding the ones who truly do select REALLY GREAT apple juice.