New CareerBuilder.com Study Reveals Significant Gap Between Generation Y Workers and Co-workers

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).