Comments on: Managing generation Y (How to manage my brother) http://blog.penelopetrunk.com/2006/01/09/managing-generation-y-how-to-manage-my-brother/ Advice at the intersection of work and life Thu, 09 Feb 2012 14:26:03 +0000 hourly 1 http://wordpress.org/?v= By: Assech Omega http://blog.penelopetrunk.com/2006/01/09/managing-generation-y-how-to-manage-my-brother/comment-page-1/#comment-248705 Assech Omega Tue, 12 Apr 2011 13:47:13 +0000 http://lolindrath.dyndns.org/lolindrath/wordpress/2006/01/09/managing-generation-y-how-to-manage-my-brother/#comment-248705 <a href="http://www.chineseenergetics.com" rel="nofollow"> Energy Psychology </a>  This is really THE BEST!!!
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]]> By: Idealist Blog » Blog Archive » Career Corner: Paying Your Dues http://blog.penelopetrunk.com/2006/01/09/managing-generation-y-how-to-manage-my-brother/comment-page-1/#comment-232606 Idealist Blog » Blog Archive » Career Corner: Paying Your Dues Wed, 29 Sep 2010 18:25:57 +0000 http://lolindrath.dyndns.org/lolindrath/wordpress/2006/01/09/managing-generation-y-how-to-manage-my-brother/#comment-232606 [...] are lots of thoughts out there on why to pay dues, why millennials won’t pay dues, and who thinks dues paying is still important (hint: generally people already in leadership [...] [...] are lots of thoughts out there on why to pay dues, why millennials won’t pay dues, and who thinks dues paying is still important (hint: generally people already in leadership [...]

]]> By: John Mattucci http://blog.penelopetrunk.com/2006/01/09/managing-generation-y-how-to-manage-my-brother/comment-page-1/#comment-220019 John Mattucci Wed, 03 Feb 2010 18:37:14 +0000 http://lolindrath.dyndns.org/lolindrath/wordpress/2006/01/09/managing-generation-y-how-to-manage-my-brother/#comment-220019 This chastising of "the Gen-Y worker" for not wanting to take on uninteresting work, I feel, is a difference in priority between the generations.   Gen-Y has made the decision that the most important thing to them is rewarding and challenging work. More important than making more money, or having a title in the company. This has to do with the reality of the work place for the Gen-Y'er. Most likely there will be no pension waiting for them if they are diligent, and boring work leaves no personal growth or experience if they get laid off or outsourced later in life. Its been mentioned many times on this blog that the "work for a company for 30 years and get a gold watch" isn't the reality anymore. I'll sum up what Gen-Y is all about with a article title from the January edition of Men's Health, "Purpose is the New Money." The idea that a Gen-Y worker won't do the work because it it is uninteresting, leaving the company and putting them at a disadvantage, is not true from the way it was being described earlier in the comments. Gen-Y are suppose to be loyal, and they will get the job done, but don't expect them to stay around for long once they gain the courage to start looking for something new. This chastising of "the Gen-Y worker" for not wanting to take on uninteresting work, I feel, is a difference in priority between the generations.
 
Gen-Y has made the decision that the most important thing to them is rewarding and challenging work. More important than making more money, or having a title in the company.

This has to do with the reality of the work place for the Gen-Y'er. Most likely there will be no pension waiting for them if they are diligent, and boring work leaves no personal growth or experience if they get laid off or outsourced later in life. Its been mentioned many times on this blog that the "work for a company for 30 years and get a gold watch" isn't the reality anymore.

I'll sum up what Gen-Y is all about with a article title from the January edition of Men's Health, "Purpose is the New Money."

The idea that a Gen-Y worker won't do the work because it it is uninteresting, leaving the company and putting them at a disadvantage, is not true from the way it was being described earlier in the comments. Gen-Y are suppose to be loyal, and they will get the job done, but don't expect them to stay around for long once they gain the courage to start looking for something new.

]]> By: Mary http://blog.penelopetrunk.com/2006/01/09/managing-generation-y-how-to-manage-my-brother/comment-page-1/#comment-217188 Mary Sun, 03 Jan 2010 19:54:52 +0000 http://lolindrath.dyndns.org/lolindrath/wordpress/2006/01/09/managing-generation-y-how-to-manage-my-brother/#comment-217188 I work with a few Gen Y and Gen X cusp folks.... One of them said something interesting to me the other day. She told me that she didn't expect higher pay or a more prestigious title (she's been with the organization for over year now.) She's not stupid and understands the dynamics of "climbing the latter" as they currently stand. She told me what she really wants is more work and learning experiences. She's hungry for knowledge. Don't write them all of just yet... I work with a few Gen Y and Gen X cusp folks…. One of them said something interesting to me the other day. She told me that she didn't expect higher pay or a more prestigious title (she's been with the organization for over year now.) She's not stupid and understands the dynamics of "climbing the latter" as they currently stand. She told me what she really wants is more work and learning experiences. She's hungry for knowledge. Don't write them all of just yet…

]]> By: Terrence Wing http://blog.penelopetrunk.com/2006/01/09/managing-generation-y-how-to-manage-my-brother/comment-page-1/#comment-216965 Terrence Wing Mon, 28 Dec 2009 19:11:36 +0000 http://lolindrath.dyndns.org/lolindrath/wordpress/2006/01/09/managing-generation-y-how-to-manage-my-brother/#comment-216965 The conversation on the generation gaps is one I enjoy immensely. The challenge that comes with incorporating any new generation into the workforce is the lack of cultural infra-structure. An employer should identify what they need to survive the challenge of longevity, refit their infrastructure accordingly, and then find the talent and tools necessary. This may or may not include a massive migration of Gen Y to your workforce. What it should include is finding the right talent PERIOD! Gen Y brings a lot of value to the workforce but they aren't in a position to hold employers hostage. Much of what they want makes business sense. Absolutely. But we also have to coach them to get out of their own way. Your brother whom I am sure is talented, demonstrated a level of incompetence that prevails in young generations. That is their ability to persuade, collaborate, and build commitment in the presence of adversity. Leaving an organization every time you don't get your way, demonstrated to me as an employer, you are not a good fit for my organization. I want professionals that know how to win and lose gracefully. Without this skill, he is potentially not as valuable as he may see himself. The conversation on the generation gaps is one I enjoy immensely. The challenge that comes with incorporating any new generation into the workforce is the lack of cultural infra-structure.

An employer should identify what they need to survive the challenge of longevity, refit their infrastructure accordingly, and then find the talent and tools necessary. This may or may not include a massive migration of Gen Y to your workforce. What it should include is finding the right talent PERIOD!

Gen Y brings a lot of value to the workforce but they aren't in a position to hold employers hostage. Much of what they want makes business sense. Absolutely. But we also have to coach them to get out of their own way.

Your brother whom I am sure is talented, demonstrated a level of incompetence that prevails in young generations. That is their ability to persuade, collaborate, and build commitment in the presence of adversity. Leaving an organization every time you don't get your way, demonstrated to me as an employer, you are not a good fit for my organization. I want professionals that know how to win and lose gracefully. Without this skill, he is potentially not as valuable as he may see himself.

]]> By: GenY and the Marxist revolution « TheNew20 http://blog.penelopetrunk.com/2006/01/09/managing-generation-y-how-to-manage-my-brother/comment-page-1/#comment-195447 GenY and the Marxist revolution « TheNew20 Sun, 30 Aug 2009 15:40:30 +0000 http://lolindrath.dyndns.org/lolindrath/wordpress/2006/01/09/managing-generation-y-how-to-manage-my-brother/#comment-195447 [...] proven to be something of a challenge for Baby Boomers and the topic often pops up on forums like Brazen Careerist or Punk Rock HR (sorry, couldn’t find the post I wanted for this link, but trust, me, it [...] [...] proven to be something of a challenge for Baby Boomers and the topic often pops up on forums like Brazen Careerist or Punk Rock HR (sorry, couldn't find the post I wanted for this link, but trust, me, it [...]

]]> By: Gen-Y Gurus: Hit Or Miss | The Definitive Dmbosstone http://blog.penelopetrunk.com/2006/01/09/managing-generation-y-how-to-manage-my-brother/comment-page-1/#comment-189137 Gen-Y Gurus: Hit Or Miss | The Definitive Dmbosstone Fri, 17 Jul 2009 03:55:27 +0000 http://lolindrath.dyndns.org/lolindrath/wordpress/2006/01/09/managing-generation-y-how-to-manage-my-brother/#comment-189137 [...] look at another Gen-Y guru, Penelope Trunk. Yes the one I totally think is hot. She  has also written on how to handle Gen-Y a few times and has also spoken on the [...] [...] look at another Gen-Y guru, Penelope Trunk. Yes the one I totally think is hot. She  has also written on how to handle Gen-Y a few times and has also spoken on the [...]

]]> By: Nikola http://blog.penelopetrunk.com/2006/01/09/managing-generation-y-how-to-manage-my-brother/comment-page-1/#comment-183181 Nikola Fri, 03 Apr 2009 01:26:47 +0000 http://lolindrath.dyndns.org/lolindrath/wordpress/2006/01/09/managing-generation-y-how-to-manage-my-brother/#comment-183181 While I understand your point it is far too narrow to my understanding. Ok that's all valid for a teenager working at a job with a learning period of up to a week and not having to communicate with clients. However there are things like business hours during which your company serves clients. Cost of tutoring an employee that will not actually stay. Cost of micromanaging baby-like behavior. And the word responsibility doesn't really fit the case. How responsible is it actually to leave in the middle of a project? It all sounds really fun and inspiring, but really there are flaws in this generation's understanding of personal values. The main problem as I see it is that they don't really respect themselves. They just expect someone else to provide them with the opportunity for that too. While I understand your point it is far too narrow to my understanding. Ok that's all valid for a teenager working at a job with a learning period of up to a week and not having to communicate with clients.

However there are things like business hours during which your company serves clients. Cost of tutoring an employee that will not actually stay. Cost of micromanaging baby-like behavior. And the word responsibility doesn't really fit the case. How responsible is it actually to leave in the middle of a project?

It all sounds really fun and inspiring, but really there are flaws in this generation's understanding of personal values. The main problem as I see it is that they don't really respect themselves. They just expect someone else to provide them with the opportunity for that too.

]]> By: Russ Williams http://blog.penelopetrunk.com/2006/01/09/managing-generation-y-how-to-manage-my-brother/comment-page-1/#comment-182037 Russ Williams Sun, 08 Mar 2009 14:19:42 +0000 http://lolindrath.dyndns.org/lolindrath/wordpress/2006/01/09/managing-generation-y-how-to-manage-my-brother/#comment-182037 Hi Camille! "Pay their dues"? Why? I'm on the Gen X/Gen Y cusp, and have some traits from each, but I've yet to see a valid case for asking someone to pay their dues. There's just work, and either the person is capable of doing it or they are not. If not, is it that they lack specific experience in some particular area, or that they lack some fundamental skills? If they are capable, why not let them do it? If the only answer you can give is that they've not been around for long enough ("not enough 'experience'") or haven't proven their loyalty yet, you might want to think about why you're asking for such things. Do you really need them? Or do you just want the work done? Hi Camille!

"Pay their dues"? Why? I'm on the Gen X/Gen Y cusp, and have some traits from each, but I've yet to see a valid case for asking someone to pay their dues.

There's just work, and either the person is capable of doing it or they are not. If not, is it that they lack specific experience in some particular area, or that they lack some fundamental skills? If they are capable, why not let them do it?

If the only answer you can give is that they've not been around for long enough ("not enough 'experience'") or haven't proven their loyalty yet, you might want to think about why you're asking for such things. Do you really need them? Or do you just want the work done?

]]> By: Bianca - Gen Y http://blog.penelopetrunk.com/2006/01/09/managing-generation-y-how-to-manage-my-brother/comment-page-1/#comment-181886 Bianca - Gen Y Thu, 05 Mar 2009 17:17:16 +0000 http://lolindrath.dyndns.org/lolindrath/wordpress/2006/01/09/managing-generation-y-how-to-manage-my-brother/#comment-181886 I had to laugh at this article & others covering the same topic. I am an 'older' gen Y (28) & can really relate to some of the comments / conclusions. It is uncanny how similar we are to our peers at similar age groups. I am 'mentoring' a younger gen Y (23) & find her really difficult at times. Somebeody who is 23 can't be a 'senior' anything, you get that with years experience. A lot of people I meet in the workplace in the younger gen y group have this perception that they are 'senior', ha ha. News for them. What do they suppose they'll be doing after 30, super super senior manager second in charge, or some arbitary title conjured up to falsely give a sense of achievement! Very funny. I had to laugh at this article & others covering the same topic. I am an 'older' gen Y (28) & can really relate to some of the comments / conclusions. It is uncanny how similar we are to our peers at similar age groups. I am 'mentoring' a younger gen Y (23) & find her really difficult at times. Somebeody who is 23 can't be a 'senior' anything, you get that with years experience. A lot of people I meet in the workplace in the younger gen y group have this perception that they are 'senior', ha ha. News for them. What do they suppose they'll be doing after 30, super super senior manager second in charge, or some arbitary title conjured up to falsely give a sense of achievement! Very funny.

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