From the Gen-Y Perspective by Emily Jasper

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Breeding the 90210 Generations

When the first episodes of 90210 aired in 1990, I was six years old. I watched 90210 until I moved to Japan in 1995. My parents, like many others, assumed 90210 was a pretty good show about high schoolers and family values because it was airing during the same era of Saved by the Bell. They did, of course, draw the line at Melrose Place, but I remember sneaking a peak when that show first came out.

Still, my parents didn’t follow much of what was going on during the show. I can still remember when Donna got drunk at the prom because she was too nervous about sex with David. And if you ever need a high school protest example, the following episode coined the “Donna Martin graduates!” theme of the early ‘90s.

I am just one of many Gen-Yers on the older end of the spectrum who grew up with a show about Beverly Hills teens getting whatever they want.

And we wonder about Gen-Y entitlement issues?

In many instances, Gen-Yers have been termed “monsters” that are taking over the world. Our parents and the media made us, but this is a warning for Gen-Yers:

You are breeding the next form of mutant.

Let us look at the hit TV shows of today:

Gossip Girl

Greek

America’s Next Top Model

Reaper

Dirty Sexy Money 

There are themes in all of these shows about young people getting whatever they want. And yes, there are many more family-focused shows out there. But even Kyle XY had an episode about masturbation.

And on the fall line-up: 90210.

So if we think that entitlement issues are bad now, imagine what they will be like as we move forward into the future. Should we run and hide as a society, already afraid of the Gen-Yers, and not ready to deal with what is next? Do we develop a workplace divided between us and them?

Or do we play up to their strengths?

There are young children today who, while loving Blair Waldorf’s new Channel dress, also want to know why the older generations couldn’t listen when Being Green became a theme in the last century. Children are being more inventive than ever, creating things they want if it’s not readily available.

They are also more disillusioned: Growing up in a world of 9-11, a war in Iraq, the Virginia Tech shootings, increasing gas prices, a Hollywood strike, Jamie-Lynn Spears, a high-stakes Presidential race, and the era of intellectual property rights.

It may not be all bad that we are breeding the next 90210 generation. In fact, they may get whatever they want, especially if they make it themselves.

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HELLO, DO YOU HAVE THAT REPORT I NEED?

There are some things that should not be put in an email in the workplace. But there isn't a course in college that tells you what to do. Gen-Yers have grown up using IM and email constantly. This means a whole language of abbreviations that started on the net, then started transferring over to the texting world.

We now have a whole generation of communicating adults that like things short, sweet, and to the point.

Sadly, that often means rapport building goes out the window.

Let us pair this with the alternate view: it is all about the rapport building. For some, this means phone calls and hardly ever sending emails. For others, this can also mean writing emails four pages long, somewhat similar to the letter-writing tradition.

How do we blend these styles to make communication in the workplace more effective? On the same note, how do we blend styles to be sure everyone still gets along at the end of the day?

I'm going to share a little story with you. A Baby Boomer was at work and had to send emails from a program that automatically typed in all caps. She went about her job feeling very good about how communicative she was being. Some time later, a coworker came up and angrily confronted her, "Do you have a problem with me?"

It turns out, emailing in all caps makes it seem like you are yelling at someone. All caps can often be used for emphasis or to indicate an increase in volume (HAHAHA vs. hahaha). While this Baby Boomer is pretty technologically savvy, she didn't realize that someone would read into the font effect in addition to the message she was sending.

Another story: A company had very high security levels and no computers were allowed to have any kind of instant messaging program. A Gen-Yer was tasked to bring together a group of senior leaders to provide input on a project. In order to get this done, the Gen-Yer sent out one-line emails, usually with the burning question ("Where is your section that was due today?"). Senior leaders became quite turned off that someone was speaking to them so tersely.

Without instant messaging, the Gen-Yer thought it would be fine to get these quick answers through email. Since he only needed the answer, he didn't waste time with, "Hello, how are you today? I hope you had a nice weekend. The weather here was awful; those cold fronts do send us for a loop. I was hoping I could follow up on..."

So how can we all play nice?

Much of it is going to depend on the communication culture of your organization. Spending a moment to think about how departments and leaders in the organization correspond with you will get you off to a good start. Here are some things to consider:

-Does your company have a communications policy?

-How often do corporate bodies send memos?

-How are they being delivered? (email, posting on an intranet, etc.)

-Who are the senders and what are their roles?

-What kind of influence do you need to have in your communications?

-Who is your audience? (peers, external clients, senior leaders, etc.)

-Do you already have relationships with these people?

-Would a quick phone call suffice or do you need a paper trail?

 This is just an introduction; we haven’t even gotten into why winky faces in client emails are bad. All groups should consider how they communicate, not forcing Gen-Yers to understand “how it’s always been done.” Gen-Yers bring speed and efficiency, and older generations can bring eloquence and savvy. Blending these styles will improve communication skills for everyone.

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The Devil May Wear Prada, But I Wear Old Navy

Thanks to movies and TV shows about the fashionistas in the corporate world, styling has become as important as doing the job itself. Two tiny problems seem to arise when you put young women and labels together in an office setting. One: The outfit is not considered appropriate for the workplace; Two: On skimpy salaries, women can look great while accruing debt.

Let us look at each of these issues in further detail. Sorry men, we'll save your dress habits for another day.

Item One, being the inappropriateness of an outfit, can have a disastrous effect on the productivity of an office. An example might be employees cannot concentrate on work when Casual Day has turned to Cleavage Day. Or in a client-facing situation, a deal could be lost due to the length of a skirt.

Then comes the awkward Dress Code conversation with your boss, and often (if there is a generational difference) the cause for concern is overridden by the idea "She is so frumpy, doesn't she understand young people?" So the message is lost, and eventually bust-lines and skirt-lengths start creeping towards the center again.

What happens is a failure to see it from both sides, the Gen-Yer being just as guilty. The message may come out as "That top is too low, start dressing more conservatively," when really the goal of the conversation is "You make yourself look unprofessional in that top, you will have a hard time gaining credibility with customers and coworkers."

Let's take this out of the office for a second. In any magazine, what are the first things women (tend) to think about? Why so-and-so wore that to a premiere, and oh my gosh she looks so good, and I can't believe she's showing all her business for the world to see.

I have an announcement for you: Business people are just as shallow about appearance. Which means the only "business" you should be showing the world is how your company could improve another's performance (or whatever it is you do).

What both sides need to learn though, is that you don't have to be scandalous or frumpy to look professional and feel great. Many clotheslines provide perfect office ware that stays current with the fashion trends. So strike a compromise: trade your deep v-neck for a crew neck and help your boss buy some Nine-West pumps. This brings us to issue Two.

Two: Debt is not fun, even in the name of fashion. Remember that episode of "Sex and the City" where Carrie gets her credit card cut in D&G? Do you remember what happened later? When the French architect left her money by the nightstand?

Even Carrie had maxed out credit cards well into her 30s. And do you really want to be left money on the night stand...when it's not someone you will ever see again? Not everyone can have a Mr. Big, so we need to be smart about our labels and our debt.

Everyone can have couture when making good decisions about a wardrobe. This is just like making good decisions in a company: what makes the most financial sense? An example might be, purple glittery stilettos might totally go with that one outfit, but striking black pumps could be worn almost everyday. A classic suit with multiple tops can go a long way. And as Tim Gunn would advise, find a good tailor. Then your clothes will look like they've been made for you.

Another thing to remember is quality. A brand name could be expensive because of the designer, but often it is also because the materials are high-end. This means they last longer and fit better. So again, a smart choice might be a designer dress that is great under suit jackets but can be worn for cocktail functions. You could save on one perfect dress rather than buying ten so-so cheap dresses.

So ladies, you do not have to sacrifice fashion in the name of work. And I'm talking to all of you. Women can be women and climb the food chain, just remember what your business is...and who should or should not be seeing it. 

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I would like to be CEO tomorrow, please

In typical generational studies, Gen-Yers appear to be that ungrateful generation expecting to waltz their way to the top in about a quarter of the time it took everyone else. So it begs the question, who do these people think they are?

These people are overachievers. If you think about it, they have been "in training" for leadership since they can remember. Everything from being the line leader in elementary school, the team captain for varsity lacrosse, and the sorority president has put them in shape to be the next corporate leaders.

Let's look at what it takes to get into college nowadays. If you want to go any of the Top 50 Schools from US News and World Report, there's a pretty high bar to reach. A perfect GPA doesn't cut it anymore; you have to have over a 4.0. SAT scores are just the beginning, add in SAT II, AP, and dual-enrollment grades. At least one sport of some kind should be there, but if you have two or more you move back to the middle of the pack. Check off Editor-in-chief of the newspaper or yearbook, exec board of four other organizations, plus multiple honor societies. Get creative by starring in the annual musical or have pieces exhibited in a major art museum. Outside school, start the volunteer hours early, and even better if you can start your own program or build houses in another country. Be a leader at your place of worship or other community group. Throw in being a dutiful family member, and you got a pretty good idea of the next class of college freshmen.

And then what happens in college? These overachievers join groups, building more leadership skills.  

Yet for some reason these prior exercises do not matter. Graduates from the top universities in America walk into their first job only to file and set appointments. They get bored, move around companies, and begin to get frustrated. They can't break that "entry-level" barrier.

The other side sees Gen-Yers as commitment-phobic, unwilling to stick it out with the company long enough to make some traction. There is also the school of, "Well I had to pay my dues, so they should too!" And again, we get ungrateful attached to this group of young workers.

If we can, let’s go back to what it took to move up in a company a previous generation or so ago. Technology was pretty non-existent, so it literally did take hours to complete a task. There was not the same kind of demand for a work-life balance, and parents rarely spent time with their children. The number of employees with higher-education was down, and the rigor in universities then is not what it is today. Tuition debt was almost unthinkable. And (sorry ladies), it was a pretty "Good Old Boy" kind of world, and in some cases it still is.

Now, let’s look at today. We have a group of overachievers who can multi-task like nobody's business. Technology allows for tasks to be completed in seconds instead of hours...so why would someone sit around for the hours it used to take? Move on to the next thing. Almost all young workers start at a financial disadvantage, with debt of some kind. And it is still a game of who you know.

Can you blame Gen-Yers for wanting to move ahead? They've had responsibility since a young age and have needs that demand they start moving up to get paid more. Sure there is a lot of attraction to promotions and getting bonuses and such, but those bonuses pay off loans and credit cards. They also want to do something else to get noticed, like lead a new project, instead of spend late nights at work.

 And if all that is asked of some of these amazing young workers is to file and answer the phone, then it appears your organization does not value the hard work it took that employee to make it that far. No matter the generation, no one likes being undervalued. So why risk it? 

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What to do with the parents

In many discussions with the experts on Generation Y, stories have come up about the mom who called her son's boss because her son got a bad performance review. Seriously? Alas, it is true. Gen-Y may be made up of young adults who have been told everyday they are perfect, and with that comes the parents. This is a tricky concept to understand because there is a link between Gen-Y and the parental generation. And yet in the office, parental involvement "is just not done." How do managers cope with the new hire's parents when they themselves want to make a call on their own children’s' behalf? The tough love message can't just be, "Cut the umbilical cord already." That signifies that this is a one party issue. But it isn't. Gen-Yers seek more guidance from parental figures than ever before. And this does include aunts and uncles, neighbors and spiritual leaders. The term parent has been adjusted in meaning, so the involvement of these important figures is changing as well. It is more a question of what is appropriate. Example: A father works for his son's dream company. Is it appropriate for the father to talk with HR to help the son get a job? That might be a tricky line to walk. Let's change the scenario... Example Two: A former colleague of a young man's father works at said dream company. The father isn't even associated with the company. Can the father ask the colleague to guide his son and potentially provide him with a job opportunity? Many would call that networking. Is it the emotional investment of a parental relationship that is causing the trouble, or is it the acts themselves? I do agree that parents have no role in performance reviews. We aren't being called to the principal's office anymore, and we don't need a note from our mom to miss work. The first performance review can often be a good indicator of being able to handle critique. Why turn into one of those American Idol Audition train wreck’s in the office? In many instances, a discussion of expectations should take place early. While perhaps singling people out may not be appropriate, many offices are having "Understanding the Generations" workshop. A simple exercise about the Mom Who Came to the Office on a Mission might be helpful. HR Departments could also pull together guidelines that are in the employee on boarding plan. Companies do need to also indicate what is appropriate and what isn't. Since the balance of networking requires respect of personal relationships, there is a need to understand those relationships and how they fit into the workplace. And older generations who hear these stories can then know perhaps that their children should begin to fight their own battles. Young employees will have the opportunity to grow to their full potential if they are doing it on their own. When appropriate, mentors can provide necessary support. Because no one wants to be "that guy" who's dad thought the judges were full of %#$*, why bring that to work?

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What Does "Experience" Really Mean?

When one has the opportunity to start looking at possible career paths, there are many ways to go. Often "who you know" is a pretty good way to get into a company. Sometimes help from a head hunter or placement firm does the trick. But what about all those young workers beginning to look for a job via Monster or Career Builder? Who may have not found the Career Center at their university helpful because they weren't an Accounting major? What about young workers who still fit the two-to-three year "entry level" category? There's a very large wealth of talent coming into the working world. This includes those who have been holding part-time jobs since age 15, and others who come with a number of internships under their belts. There is also the blended applicant, which includes the typical Gen-Y Over-Achiever who did part-time work for the past eight years, led four organizations in high school alone, was a varsity team captain, became a philanthropic coordinator in college, and is still devoted to spending time with outside the office volunteering or working with alumni groups. So when a company says you must have three-to-five years of experience, what does that mean?

Some may say, only internships count. Work and effort from high school could be considered juvenile on a resume. Being a waitress might have made you money, but what can you really take from that to apply in the work place? Including your activities with a fraternity or sorority might isolate you as a risk considering the stereotypes.

Where does that leave the Gen-Yer?

It's all about the positioning. Showing why an experience is relevant to job requirements can be more impactful than listing experience itself. Instead of providing every detail from the past eight years, a resume should provide a clear picture of the applicant.

So what if you were a waitress? A key skill you may have built would be the ability to multi-task. Coordinating with a hostess, taking orders, managing multiple tables, and collaborating with the chef could be daunting for some. You could also say you work well under pressure. There are those customers who (no matter what) enjoy being difficult. They complain, send food back, change orders, and drive you crazy. But the customer is always right...so what do you do? Act with poise and wish them well at the end of the evening.

What hurts young workers is being told they need to add "what looks good" to resumes, without a clear understanding of what "good" really means. Following Einstein's lead, Human Resources considers "good" as relative to specific positions. Those who can articulate how experiences are pertinent to a posting will have the advantage.

While finding ways to identify key skills learned from being a team captain or publishing a school newspaper can provide applicants with an advantage, good-old-fashioned internship experience is still important. Working in an office begins to orient young employees with how to gain professional skills not taught in the classroom. They have the opportunity to make some mistakes and learn from them early. Additionally, internship experience can shape individuals into the employees they will become a few years down the road.

Generations in the Work Place is becoming a pretty hot topic in many companies. College graduates may not have the advantage of knowing that hiring managers were told Gen-Yers tend to be non-committal, demanding, or insert other trait here. Does that mean young applicants start at a disadvantage? No.

Gen-Yers are innovative and energetic, While your organization may not be able to make an offer, especially in current economic times, remember to give some feedback. That applicant cannot learn without being told "why," especially if a blemish from the interview or wording in a resume could be corrected. This can improve attitudes of the workforce overall and those of your future applicants.

Who knows, you may be hiring a waitress who has the potential to open your next field office.