News
11/2/2007 — Connecting With Generation Y Workers
Perez Hilton, who? d-listed, what? And what in the world does "OMG" mean? If you're feeling out of touch with workers from younger generations at the office, you're not alone.
A new survey by CareerBuilder.com points to more pronounced generational gaps in communications styles and job expectations in the workplace. Titled "Gen Y at Work," the survey was conducted from June 1 to June 13, 2007 among 2,546 hiring managers and Human Resource professionals across all industries.
Nearly half (49 percent) of employers surveyed said the biggest gap in communication styles between Generation Y workers (employees 29 years old or younger) and workers older than them is that Gen Y workers communicate more through technology than in person. Another one-in-four (25 percent) say they have a different frame of reference, especially in terms of pop culture.
In terms of job expectations, 87 percent of all hiring managers and HR professionals say some or most Gen Y workers feel more entitled in terms of compensation, benefits and career advancement than older generations. Seventy-three percent of hiring managers and HR professionals ages 25 to 29 share this sentiment. Employers provided the following examples:
74 percent of employers say Gen Y workers expect to be paid more
61 percent say Gen Y workers expect to have flexible work schedules
56 percent say Gen Y workers expect to be promoted within a year
50 percent say Gen Y workers expect to have more vacation or personal time
37 percent say Gen Y workers expect to have access to state-of-the-art technology
Over half (55 percent) of employers over the age of 35 feel Gen Y workers have a more difficult time taking direction or responding to authority than other generations of workers. "Generation Y workers are an important segment of the workforce and literally the future of companies and organizations," said Rosemary Haefner, vice president of Human Resources for CareerBuilder.com.
"They grew up in a technology-driven world where standards and norms have changed and often operate under different perspectives than older co-workers. As companies cultures evolve with each generation, you see all workers benefiting from a variety of viewpoints and work styles."
Fifteen percent of employers said they changed or implemented new policies or programs to accommodate Gen Y workers – changes, Haefner points out, that would have benefited workers of all ages. Examples include:
More flexible work schedules (57 percent);
More recognition programs (33 percent);
More access to state-of-the-art technology (26 percent);
Increased salaries and bonuses (26 percent);
More ongoing education programs (24 percent);
Paying for cell phones, blackberries, etc. (20 percent);
More telecommuting options (18 percent);
More vacation time (11 percent).
Source: Careerbuilder.com
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