Kathie Lingle's Work-Life Blog

Who is Gen Y?
Guest Blogger: Cindy Sutherland, Abbott Technologies

Aug. 19, 2008 — I’ll start by saying that I’m an early Baby Boomer, and I’m wondering what really makes Gen Y tick, especially as they move into the workplace, ready to make their unique contributions. 

When I graduated from college, “Baby Boomers” were viewed then as a very independent generation, and not in a positive way. Some of our labels were: the drop-in, drop-out generation; idealists; hippies.  But then we graduated from school to focus on careers and family (more career-centric than family-centric, according to Families and Work Institute/American Business Collaboration, Generation and Gender in the Workplace).

Now we’re characterized, not to over-simplify, as the ultimate team players who work too hard, the parents of latchkey kids (Gen X and some of Gen Y), and, technologically challenged. Oh, and ready to retire or phase-out of careers to the next life-stage. But, what about the impact of pension and health care plan terminations, a changing economy, the socio-political landscape, and other factors impacting the ability and willingness to retire?

That’s enough about that generation; this message is about who Gen Y is and what they need from employers.

Recently, I read a small study called “Gen Y No More Focused on ‘Work-Life’ Balance than Baby Boomers,” WorldatWork, June 26, 2008, with research conducted by The National Association of Colleges and Employers (NACE), 2008 Graduating Student Survey. This study concluded that 2008 graduates, along with their Baby Boomer counterparts who graduated in 1982, were similar in that “both groups were willing to give up time to succeed in their careers.” Thinking about this result made me wonder if Gen Y is really different? Is this the Gen Y you are beginning to see as an employer, or as a Gen Y-er?

I’m wondering if Gen Y does have this penchant for “career first.” Is Gen Y similar to parts of the Baby Boom generation in this respect, or is that a generalization, or part of a life stage, like “youth,” “starting out,” and then “settling down?” 

The NACE study went on to say that the big difference between the class of 1982 and the class of 2008 is that the recent class “tends to be somewhat more community-oriented, more concerned with job and economic security, and the ethical behavior of employers.” I can certainly see the influence of Enron, the economy and the environment emerging there. 

Broader characterizations of Gen Y from various research studies include: they are very tech-savvy multi-taskers, have high self-esteem and are team-oriented. They are concerned about the community and the environment, preferring to take jobs they love, even if low-paid, and to seek work-life “balance.” They expect also to move quickly through career levels — up or out. Fast — here — now. (Read “The 21st Century Multigenerational Workplace,” Marcie Pitt-Catsouphes, Ph.D., Michael A. Smyer, Ph.D., The Sloan Center for Aging & Work at Boston College –Issue Brief 9, June 2007.) Does that sound like Gen Y will put career first or their personal pursuits?

Finally, a recent panel does paint a picture of Gen Y as more focused on work-life balance — having a happy, varied and motivated career, with a strong sense that they are contributing to their communities (“Generation Y: Happy, Motivated and Varied Careers are Central to their Future,” WorldatWork, Newsline, July 15, 2008, from an international panel of 18-year-olds at a seminar called “Kids Today, Leaders Tomorrow” held at the London Business School on July 8, 2008). This panel described a diverse and multi-national group that clearly separates work and personal lives, optimistic yet not idealistic, civic-minded, yet wanting to develop to their full potential either at work or in their personal life.

So, who is or will be Gen Y at work, and how can we as employers keep them interested long enough to engage them and build commitment? What kind of total rewards will motivate them, if indeed it’s about tangible rewards? 

What do you think?

The opinions expressed are solely those of the author and do not necessarily represent those of WorldatWork and its affiliate, Alliance for Work-Life Progress (AWLP).