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 likely 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).

Survey Methodology

This survey was conducted online within the US by Harris Interactive on behalf of CareerBuilder.com among 2,546 US employers (employed full time, not self employed; with involvement in hiring decisions), ages 18 and over within US between June 1 and June 13, 2007. Figures for age, sex, race/ethnicity, education, region and household income were weighted where necessary to bring them into line with their actual proportions in the population. The data have been weighted to reflect the composition of U.S. employers, and propensity score weighting was also used to adjust for respondents’ propensity to be online.

With a pure probability sample of 2,546, one could say with a ninety-five percent probability that the overall results have a sampling error of +/-2 percentage points. Sampling error for data from sub-samples is higher and varies. However that does not take other sources of error into account. This online survey is not based on a probability sample and therefore no theoretical sampling error can be calculated. A full methodology is available upon request.

By Bea Fields

When it comes to celebrating Gen Y, we honor the successes of young men and women, ages 18-30.  We also honor the men and women who have coached, mentored, taught and parented young leaders to reach their potential and move in the direction of success.

One leader who falls into the second category is Coach Larry Martin of Pinecrest High School.

My twin daughters, Ann and Katie Fields had the privelege of being coached and trained by Coach Martin…in both indoor and outdoor track.  Larry and his wife Joanna (both are great athletes) took the time outside of school to work with Ann and Katie on their track and soccer skills (Coach Martin coaches both track and soccer) and doing small things like going on an extra run with them, cooking dinner for many of the athletes and making sure that schedules and rosters were all lining up prior to an event.   Ann and Katie will both tell you that they attibute much of their overall success to the mentorship provided by Coach Martin.

I am writing this blog post today, because I have heard rumblings that Coach Martin may be asked to step down from his position.  This is very sad news to me, and I felt I had to say something formally. 

Coach Martin is a stellar example of what Generation Y is needing and craving…a strong, direct yet compassionate leader.  One of the reasons that Ann and Katie did so well with Coach Martin was because he was no nonsense…he would not tolerate anything but the best from them, because he could see their talent and potential.  AND…he would be straight with them…where they were falling short and what they could do to improve.  He not only worked with them on their athletic skills…he worked with them on their life skills including accountability, time management, moving through fear and mental blocks and integrity…skills that are just rare in this day and age.

I could go on and on about Coach Martin.  But I will close with one statement:  Our would be a much better place if every young man or woman had a mentor like Coach Larry Martin.   Thank-you Coach Martin for all that you have done for our leaders of tomorrow.

Yesterday, I met with Patty Seybold, the author of Customers.com and shared this new book with her. She loved the fact that we are trying not to tell Gen Y’s stories or ‘put Gen Y under a microscope’ and instead let Gen Y speak on their own — tell their own stories, share their own words of wisdom. She liked that we have transcribed our interviews with them and then pulled out precious pearls of information that they provided. We want to share more of their stories and the stories with others who work with Gen Y. So if you have astory to tell, let us know.

Last week at the Annual International Coach Federation conference, I had a great question “How cause-driven is Generation Y?”

In talking with Generation Y leaders for the past 18 months, I have found Generation Y as a whole to be more cause-driven than most previous generations.

Here are a few links to learn more about what Generation Y is doing to give back to the world:

Recruiting Gen Y:  The importance of Corporate Social Engagement in attracing young talent.

New Orleans Young Urban Rebuilding Professionals

Deloitte Study

USA Today

Southern Pines, NC (PRWEB) November 7, 2007 – Bea Fields joins a distinguished group of executive coaches to present the new book, Millennial Leaders: Success Stories from Today’s Most Brilliant Generation Y Leaders (http://MillennialLeaders.com). This volume, co-authored with fellow executive coaches Scott K. Wilder, Jim Bunch, and Rob Newbold, is packed with insight and promises to be the go-to text for people looking for a glimpse into the mindset of the emerging group of business leaders from so-called Generation Y — those between ages 18 and 30.

“We had two missions in writing this book,” said Bea Fields, one of the authors and President of the Bea Fields Companies. “One is to show Gen Y some sure-fire secrets to supercharge their career and personal lives. The other is to show older leaders that they have nothing to fear from Gen Y.”

Natural entrepreneurs with adventurous spirits, members of Generation Y are just now making an impact in business and in the culture at large. In addition, as the first group to grow up immersed in media culture, they have a distinctive way of ordering their lives. And Millennial Leaders brings readers a unique, close up look at the people responsible for the cutting edge of social and business trends. The authors offer 25 interviews with the Gen Y members.

Millennial Leaders genius is that it acts as a kind of double guide. For older generations who need to unlock the code of how to communicate with Generation Y, the book provides substantial insight into their psychology. As well, Millennial Leaders provides Gen Y with over 100 successful, concrete strategies for personal and career success. The book inspires older generations who want and need to be receptive to members of Gen Y while at the same time helping Gen Y members chart a sure course to achievement.

The result is a book that merges the author’s own unique skills with the special insights proper to this up and coming generation.

“They are our future, and it is time to start working with them — not resisting their efforts,” said Fields.

For more details about the Millennial Leaders: Success Stories from Today’s Most Brilliant Generation Y Leaders, visit http://MillennialLeaders.com

These experts are featured in the book:
http://millennialleaders.com/meet_the_experts.html

About the Authors:
http://millennialleaders.com/about_the_authors.html
Contact
Bea Fields
910-692-6118

Published by Morgan James Publishing/New York
http://morgan-james-publishing.com

As an Executive Coach, it is not uncommon for me to hear from Baby Boomers and even Generation Xers the ever-pressing question: “How do I lead and manage Generation Y? These young kids are driving me crazy, and I have no idea what to do with them!”

The answer to this question is actually pretty simple…you let Generation Y know that you care about them…that you are listening and you respect them as human beings.

Isn’t that what we all want?

As I was leaving the ICF Conference on Saturday, a man approached me and said “I enjoyed your presentation yesterday. But, you did not really get into how entitled and spoiled Generation Y really is.” I then responded “Ah yes…the entitlement question.” He looked at me and laughed, and I said…”You know…these young leaders are great kids and are going to be great adults. They were raised by parents who have hovered over them, challenged them to be super competitive, telling them they can be anything, do anything or have anything…and they can have it now! So, given that…what do you think the answer is to your question? How do you think we should all handle this attitude of entitlement?”

The man looked at me and said “I’ll have to think about it. Have a good day.”

So, the question on leading and managing Generation Y honestly lies in managing Gen Y’s expectations…having a very frank conversation with them about their reality while offering them enough of a stretch to keep life interesting. As older leaders, we also have to start taking responsibility for leading and parenting Generation Y and helping to create this sense of entitlement. As a Baby Boomer who is a parent of 3 Generation Y adults, I am here to say…the answer to managing and leading Generation Y rests in our ability to listen to them, respect them, honor their tremendous talent and then teaching them how to lead others…while admitting that we played a huge role in helping to sculpt the way Gen Y thinks and lives in the world. To throw in the towel and speak to them as if they are irreverent will never work. This generation is going to change our culture, so we need to all be prepared to be role models…to learn how to lead them and honor them and bring out the best in them

For more information on this topic, please visit our Millennial Leaders Website: http://MillennialLeaders.com.

As many of you know, over the last 18 months, I have had the opportunity to dedicate a bulk of my time and energy in the direction of Generation Y Leadership.  I have been studying, reading and interviewing over 100 Generation Y Leaders.  As a result, my new book:  Millennial Leaders:  Success Stories from Today’s Most Brilliant Generation Y Leaders is now available to the public.

On November 2, I joined 4 colleagues who are featured in the book:  Scott K. Wilder, Misti Burmesiter, Ben Casnocha and David Charles Cohen in presenting the topic Coaching at the Speed of Y to the International Coach Federation.  We had over 100 questions submitted following the event, so I am going to start answering the questions in this blog.

One of the questions was:  What are the age ranges of each generation?  I am going to answer this question based on Dr. Carolyn Martin’s and RainmakerThinking, Inc’s definition.  So, here we go…birth years for each generation:

Traditionalists:  Born before 1946
Baby Boomers:  1846-1964
Gen X:  1964-1977
Gen Y:  Born after 1977

So, keep checking back each day for more to come.  And…visit us today online at MillennialLeaders.com.