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27 Sep 12
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19 Jul 12
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Freshly minted college graduates are overseeing employees old enough to be their parents. And new job entrants are changing careers faster than college students change their majors, creating frustration for employers struggling to retain and recruit talented high-performers.
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"Generation Y is much less likely to respond to the traditional command-and-control type of management still popular in much of today's workforce,"
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"They've grown up questioning their parents, and now they're questioning their employers. They don't know how to shut up, which is great, but that's aggravating to the 50-year-old manager who says, 'Do it and do it now.' "
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After witnessing the financial insecurity that beset earlier generations stung by layoffs and the dot-com bust, today's newest entrants into the workforce are generally savvy when it comes to money and savings. They care about such benefits as 401(k) retirement plans.
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Thirty-seven percent of Gen Yers expect to start saving for retirement before they reach 25,
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Among those eligible, 70% of the Gen Y respondents contribute to their 401(k) plan
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. Unlike boomers who tend to put a high priority on career, today's youngest workers are more interested in making their jobs accommodate their family and personal lives. They want jobs with flexibility, telecommuting options and the ability to go part time or leave the workforce temporarily when children are in the picture.
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"There's a higher value on self fulfillment,
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Generation Yers don't expect to stay in a job, or even a career, for too long — they've seen the scandals that imploded Enron and Arthur Andersen, and they're skeptical when it comes to such concepts as employee loyalty
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n the workplace, conflict and resentment can arise over a host of issues, even seemingly innocuous subjects such as appearance, as a generation used to casual fare such as flip-flops, tattoos and capri pants finds more traditional attire is required at the office.
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While boomers may expect a phone call or in-person meeting on important topics, younger workers may prefer virtual problem solving
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Gen Yers have grown up getting constant feedback and recognition from teachers, parents and coaches and can resent it or feel lost if communication from bosses isn't more regular.
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The millennial expects to be told how they're doing
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"We're surprised we have to work for our money. We want the corner office right away,
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It seems like our parents just groomed us. Anything is possible. We had karate class, soccer practice, everything. But they deprived us of social skills. They don't treat older employees as well as they should."
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recruiters are reaching out to college students by telling them about company benefits such as flexible work schedules, telecommuting, full tuition reimbursement and an online mentoring tool.
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flac, an insurer based in Columbus, Ga., is highlighting such perks as time off given as awards, flexible work schedules and recognition.
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. For example, the Rochester Institute of Technology is a core school for Xerox recruiting because it has a strong engineering and printing sciences programs. Others include Massachusetts Institute of Technology, the University of Illinois and Cornell University.
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Xerox is using the slogan "Express Yourself" as a way to describe its culture to recruits
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More than 60% of employers say they are experiencing tension between employees from different generations, according to a survey by Lee Hecht Harrison.
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70% of older employees are dismissive of younger workers' abilities. And nearly half of employers say that younger employees are dismissive of the abilities of their older co-workers.
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She also says in an e-mail that "I often have to lie about my age to receive a certain level of respect that I want from my co-workers."
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29 Feb 12
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07 Jun 11
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They want to work, but they don't want work to be their life.
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Generation Y, a force of as many as 70 million, and the first wave is just now embarking on their careers
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members have not yet hit 30
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And new job entrants are changing careers faster than college students change their majors
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struggling to retain and recruit talented high-performers.
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Gen Y has been pampered, nurtured and programmed with a slew of activities since they were toddlers
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both high-performance and high-maintenance
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believe in their own worth
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much less likely to respond to the traditional command-and-control type of management
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ikes to collaborate with others
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We are willing and not afraid to challenge the status quo,
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ery independent a
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d tech savvy."
A great deal is known about
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layoffs
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ot-com bust
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savvy when it comes to money and savings.
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Thirty-seven percent of Gen Yers expect to start saving for retirement before they reach 25
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49% say retirement benefits are a very important factor in their job choices
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Unlike boomers who tend to put a high priority on career, today's youngest workers are more interested in making their jobs accommodate their family and personal lives.
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flexibility
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ability to go part time or leave the workforce temporarily when children are in the picture
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telecommuting options
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After 9/11, there is a realization that life is short
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don't expect to stay in a job, or even a career, for too long
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they're skeptical when it comes to such concepts as employee loyalty
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multitaskers
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can juggle e-mail on their BlackBerrys while talking on cellphones while trolling online
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They walk in with high expectations for themselves, their employer, their boss
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used to casual fare such as flip-flops, tattoos and capri pants finds more traditional attire is required at the office.
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Some companies' policies relating to appropriate office attire seem completely outdated
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While boomers may expect a phone call or in-person meeting on important topics, younger workers may prefer virtual problem solving
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previous generations who've in large part grown accustomed to the annual review,
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constant feedback and recognition from teachers, parents and coaches and can resent it or feel lost if communication from bosses isn't more regular.
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child-centered generation
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hey've been programmed and nurtured
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expects to be told how they're doing.
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surprised we have to work for our money. We want the corner office right away
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older generations they see as competition or not as skilled
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they deprived us of social skills. They don't treat older employees as well as they should.
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At Abbott Laboratories in Chicago, recruiters are reaching out to college students by telling them about company benefits such as flexible work schedules, telecommuting, full tuition reimbursement and an online mentoring tool.
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time off given as awards, flexible work schedules and recognition.
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Gen Y is one of the most diverse demographic groups — one out of three is a minority.
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More than 60% of employers say they are experiencing tension between employees from different generations
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70% of older employees are dismissive of younger workers' abilities
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early half of employers say that younger employees are dismissive of the abilities of their older co-workers.
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29 May 11
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01 Nov 10
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Change, change, change. Generation Yers don't expect to stay in a job, or even a career, for too long — they've seen the scandals that imploded Enron and Arthur Andersen, and they're skeptical when it comes to such concepts as employee loyalty, Tulgan says.
They don't like to stay too long on any one assignment. This is a generation of multitaskers, and they can juggle e-mail on their BlackBerrys while talking on cellphones while trolling online.
And they believe in their own self worth and value enough that they're not shy about trying to change the companies they work for. That compares somewhat with Gen X, a generation born from the mid-1960s to the late-1970s, known for its independent thinking, addiction to change and emphasis on family.
"They're like Generation X on steroids," Tulgan says. "They walk in with high expectations for themselves, their employer, their boss. If you thought you saw a clash when Generation X came into the workplace, that was the fake punch. The haymaker is coming now."
Tulgan, who co-authored Managing Generation Y with Carolyn Martin and leads training sessions at companies on how to prepare for and retain Generation Yers, says a recent example is a young woman who just started a job at a cereal company. She showed up the first day with a recipe for a new cereal she'd invented.
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31 Aug 10
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"We are willing and not afraid to challenge the status quo," she says. "An environment where creativity and independent thinking are looked upon as a positive is appealing to people my age. We're very independent and tech savvy."
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today's newest entrants into the workforce are generally savvy when it comes to money and savings. They care about such benefits as 401(k) retirement plans.
Thirty-seven percent of Gen Yers expect to start saving for retirement before they reach 25, with 46% of those already working indicating so, according to a September survey by Purchase, N.Y.-based Diversified Investment Advisors. And 49% say retirement benefits are a very important factor in their job choices. Among those eligible, 70% of the Gen Y respondents contribute to their 401(k) plan.
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Unlike boomers who tend to put a high priority on career, today's youngest workers are more interested in making their jobs accommodate their family and personal lives. They want jobs with flexibility, telecommuting options and the ability to go part time or leave the workforce temporarily when children are in the picture.
"There's a higher value on self fulfillment," says Diana San Diego, 24, who lives with her parents in San Francisco and works on college campuses helping prepare students for the working world through the Parachute College Program. "After 9/11, there is a realization that life is short. You value it more."
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They don't like to stay too long on any one assignment. This is a generation of multitaskers, and they can juggle e-mail on their BlackBerrys while talking on cellphones while trolling online.
And they believe in their own self worth and value enough that they're not shy about trying to change the companies they work for. That compares somewhat with Gen X, a generation born from the mid-1960s to the late-1970s, known for its independent thinking, addiction to change and emphasis on family.
"They're like Generation X on steroids," Tulgan says. "They walk in with high expectations for themselves, their employer, their boss.
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Unlike previous generations who've in large part grown accustomed to the annual review, Gen Yers have grown up getting constant feedback and recognition from teachers, parents and coaches and can resent it or feel lost if communication from bosses isn't more regular.
"The millennium generation has been brought up in the most child-centered generation ever. They've been programmed and nurtured," says Cathy O'Neill, senior vice president at career management company Lee Hecht Harrison in Woodcliff Lake, N.J. "Their expectations are different. The millennial expects to be told how they're doing."
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They're young, smart, brash. They may wear flip-flops to the office or listen to iPods at their desk. They want to work, but they don't want work to be their life.
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Unlike the generations that have gone before them, Gen Y has been pampered, nurtured and programmed with a slew of activities since they were toddlers, meaning they are both high-performance and high-maintenance, Tulgan says. They also believe in their own worth.
"Generation Y is much less likely to respond to the traditional command-and-control type of management still popular in much of today's workforce," says Jordan Kaplan, an associate managerial science professor at Long Island University-Brooklyn in New York. "They've grown up questioning their parents, and now they're questioning their employers. They don't know how to shut up, which is great, but that's aggravating to the 50-year-old manager who says, 'Do it and do it now.' "
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They're like Generation X on steroids," Tulgan says. "They walk in with high expectations for themselves, their employer, their boss. If you thought you saw a clash when Generation X came into the workplace, that was the fake punch. The haymaker is coming now."
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Tulgan, who co-authored Managing Generation Y with Carolyn Martin and leads training sessions at companies on how to prepare for and retain Generation Yers, says a recent example is a young woman who just started a job at a cereal company. She showed up the first day with a recipe for a new cereal she'd invented.
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