Guest Post: Katie McGinty, Senior Consultant and Social Media Expert, A.J. O’Connor Associates.
About Katie McGinty: In addition to her 10 year tenure at AJO, Katie is an adjunct professor at a NJ state university where she teaches classes in job market preparation and career management. She offers the unique perspective of a career coach who works extensively with Baby Boomers and Generation Y. In this blog she compares and contrasts the differences she has observed in her work with both generations.
When you work with and facilitate learning for professionals of all ages, it’s inevitable that you compare & contrast the styles, motivations and ambitions of each generation.
This year’s graduating class of 2014 belongs to Generation Y (aka Millennials) and they demonstrate the energy, drive and dreams that typifies their youth. Having grown up with technology, they are fluent in its use, including social media platforms and the know how to harness the web. In fact technology drives the way they communicate; the way they work; and the way they learn.
Small start up environments or large established corporations?
GenYer’s tend to prefer smaller companies and start-ups that have a very different and “cool’ appeal. Not only do they want to make a living: but they also want to make a difference.
This is in sharp contrast to Baby Boomers (born between 1946 and 1960), who at the same age favored established, typically large and prestigious companies with the intent of climbing their corporate ladders. Boomers were attracted to large organizations such as AT&T, P&G and Marriott where they spent countless years. They (the author included) grew up during an era of post war growth and prosperity when there were few limits to growth and an abundance of opportunities and resources. We were amazed at what was then “instantaneous, up to the minute” news of the shooting of JFK and we marveled at our progress when being able to actually watch man walk on the moon.
Tenure versus variety in organizational experiences?
As 2014 graduates enter the workforce, they can’t imagine being with one company for 30 years, as evidenced by a recent email I got from one of my graduating students in reference to the new job she started this month.
“The job is a good starter job. I don't see a lot of room for advancement in the company and I have heard their account coordinators move on quickly, but it is great to build experience and add to my resume. I get a lot of hands on contact with the clients I wouldn't get in a bigger firm and am even working on my own pitches already. It's not my dream job or in my dream location but I hope it will help me get there. Overall everything is pretty good! Full benefits with dental after 30 days and half day Fridays in the summer so I really can't complain.”
In recent years, I can point to countless instances where Boomers (and older Gen Xers) saw their jobs eliminated after contributing 100% of their time, energy and loyalty to one company for numerous years. For them, getting over the anger and betrayal can delay starting an effective job search. “How could they do this to me after all I’ve done for them?”
How does each generation make a difference?
GenY young professionals are seeking opportunities where they can innovate and collaborate. They are very conscious of their social responsibility and understand that resources are finite. In contrast, Baby Boomers possess an energy and drive that is tempered by virtue of their dreams having met with reality. Baby Boomers offer experience, perseverance and knowledge.
Does age or environment explain differences?
Rather than looking at generational differences as a product of age, I tend to see the new values, expectations and behaviors as related to environment including organizational, economic, societal and even global factors. I do think that several social trends, including the digital revolution, have had a profound impact on the difference in attitudes and behaviors. Older workers can and should think about re-inventing themselves. Established companies might think about the way they do business to not only attract this new talent, but to remain in business!
Among recent graduates, I see hope for the future given their prudent use of technology, their skills in collaboration, their interest in community building and their desire for a variety of experiences that will contribute to sustainable growth and enduring solutions.
Additional Resources & Reading
40% of unemployed workers are millennials. New research reveals the growing problem of youth unemployment.
Topics: