Generation X vs Generation Y in the Workplace
Michelle Oftedahl
November 25, 2008
We all have stories about a loss of our identity to a Gen X'er. Whether they squashed our ideas, sabotaged our projects, or just simply bad-mouthed us for no apparent reason, they can always find something to deter us from success. This is not true of all Gen X'ers, just like not all of us are lazy, spoiled brats. Not all Gen X'ers feel threatened by us; there's getting to be less & less every day. However our motivation and tech knowledge seem to make many of them squirm. We are their replacements; we are a threat to their job. No longer is the workforce built around "working your way up the ladder." It is based on who can provide the best ideas, knowledge or sales volume. When it comes down to it, who is more valuable to company's functionality and profitability?
Our parents were taught to work hard, be on time, and NOT rock the boat. The longer they stayed with a company, the further up the chain of command they climbed. And when they were safely in a management position they could tone it down a little and relax. However, as Gen Y'ers, we love to rock the boat - stir everything up a little. It helps us get the ideas flowing. When we see an opportunity, we go for it. Of course it backfires many times, but as we grow more, we learn how to read the risk levels and make more educated decisions. But we are not afraid to go straight to the top with our opinions and ideas, and that is what makes us indispensable assets to many companies. Change is what our country was founded on, and change is what we love. Especially if it makes things easier, more efficient, or just plain better looking. We have a knack for seeing opportunities where others don't, and if we don't see any, we make them. This is what infuriates some Gen X'ers. They feel they have put in their time, paid their dues, and should live out their remaining time reaping the benefits of their hard work. I'm not going to deny that many of them deserve this privilege. My parents were incredibly hard workers and deserve some residual reward, but they expect me to take the same approach that they did.
Plain & simple, I can't.
When I see what I want, I go for it. If I see an awesome opportunity, I take advantage of it. And I have very little patience for those who try to stand in my way. The result: I sometimes crash and burn because of my intense enthusiasm, but sometimes I create amazing things that no one else was able to do. A lot of failures, a few successes, but the magnitude of the successes generally outweighs the failures. Businesses usually stay in business because of continual growth. Is it any wonder, then, that when an owner or top manager wants to change things up a bit to increase the numbers they look to our generation? We are creative, we are fast-paced, and we are loyal to our cause. Not necessarily to the business, but to the project we´re working on for the business. Many of us job hop, but we don't project hop. On the other hand Gen X'ers are loyal to the business itself, which is invaluable to a company. These are the people they can count on to keep the business going every day. Week in, week out. They are very important, so do not insult them in any way. Realize that as a Gen Y'er, you have many options open to you at any point in time; the Gen X'er is fighting to maintain his position in a company he's spent many years with. He likes his job, he's good at his job, and he wants to keep his job. Be respectful of that.
Our value often comes as a freelancer. We know what we're good at, and we find jobs that match that experience. When the job becomes old and/or redundant, we tend to move on to another company that can utilize our skills. Gen X'ers always complain about our job hopping, but think about it in terms of building a house. You have one guy, the Contractor, that is in charge of everything involving building your house. But does he do everything? No, he hires sub-contractors. Different people work on different pieces of the plan. You have plumbers, electricians, architects, painters, even clean up crews. If the Contractor tried to do all of this himself, you would certainly get a less than desirable house. It's unfair to expect someone to know that much about such a variety of trades. The Contractor could hire a crew for each area of construction, but what if someone wanted to use their choice for an electrician or painter or roofer? Then the Contractor would still have to pay his crews even if they had no work. Or worse yet, he could have them working in a different crew doing things that they knew very little about.
Does this scenario sound familiar to you? How about the job where the project manager was terrible at communication or the place where the bookkeeper was disorganized? Remember how that messed up your ability to work effectively? These are examples of people being put in the wrong "crew," because they needed someone has to fill the slot. They weren't trained for that job and usually have no interest in doing it, but it's got to get done.
Enter, The Freelancer.
Rather than hiring someone for a permanent position or risking the failure of someone who is not well-qualified, the company can hire a freelancer for a certain project or period of time. You can get a freelancer for almost any position - project manager, consultant, designer, office work, etc. Freelancers often work on several "jobs" at one time depending upon the requirements of each job. You can hire them once or repeatedly. Gen Y'ers are often great freelancers, because we like change so much, and we have high-level skills in a small number of areas, whereas Gen X'ers sometimes have a slightly lower level of skills, but their knowledge base is much broader.
This is why, in theory, Gen Y and Gen X work well together. It´s when you add in resistance to change or an attitude of superiority that the mixture gets a little sour. If we can learn to understand and respect the Gen X'ers patterns, and they ours, maybe the workplace would mean profit for our efforts and not punishment. Change will undoubtedly happen in time, but anything we can do to smooth the road on the way there will benefit all involved.
Our parents were taught to work hard, be on time, and NOT rock the boat. The longer they stayed with a company, the further up the chain of command they climbed. And when they were safely in a management position they could tone it down a little and relax. However, as Gen Y'ers, we love to rock the boat - stir everything up a little. It helps us get the ideas flowing. When we see an opportunity, we go for it. Of course it backfires many times, but as we grow more, we learn how to read the risk levels and make more educated decisions. But we are not afraid to go straight to the top with our opinions and ideas, and that is what makes us indispensable assets to many companies. Change is what our country was founded on, and change is what we love. Especially if it makes things easier, more efficient, or just plain better looking. We have a knack for seeing opportunities where others don't, and if we don't see any, we make them. This is what infuriates some Gen X'ers. They feel they have put in their time, paid their dues, and should live out their remaining time reaping the benefits of their hard work. I'm not going to deny that many of them deserve this privilege. My parents were incredibly hard workers and deserve some residual reward, but they expect me to take the same approach that they did.
Plain & simple, I can't.
When I see what I want, I go for it. If I see an awesome opportunity, I take advantage of it. And I have very little patience for those who try to stand in my way. The result: I sometimes crash and burn because of my intense enthusiasm, but sometimes I create amazing things that no one else was able to do. A lot of failures, a few successes, but the magnitude of the successes generally outweighs the failures. Businesses usually stay in business because of continual growth. Is it any wonder, then, that when an owner or top manager wants to change things up a bit to increase the numbers they look to our generation? We are creative, we are fast-paced, and we are loyal to our cause. Not necessarily to the business, but to the project we´re working on for the business. Many of us job hop, but we don't project hop. On the other hand Gen X'ers are loyal to the business itself, which is invaluable to a company. These are the people they can count on to keep the business going every day. Week in, week out. They are very important, so do not insult them in any way. Realize that as a Gen Y'er, you have many options open to you at any point in time; the Gen X'er is fighting to maintain his position in a company he's spent many years with. He likes his job, he's good at his job, and he wants to keep his job. Be respectful of that.
Our value often comes as a freelancer. We know what we're good at, and we find jobs that match that experience. When the job becomes old and/or redundant, we tend to move on to another company that can utilize our skills. Gen X'ers always complain about our job hopping, but think about it in terms of building a house. You have one guy, the Contractor, that is in charge of everything involving building your house. But does he do everything? No, he hires sub-contractors. Different people work on different pieces of the plan. You have plumbers, electricians, architects, painters, even clean up crews. If the Contractor tried to do all of this himself, you would certainly get a less than desirable house. It's unfair to expect someone to know that much about such a variety of trades. The Contractor could hire a crew for each area of construction, but what if someone wanted to use their choice for an electrician or painter or roofer? Then the Contractor would still have to pay his crews even if they had no work. Or worse yet, he could have them working in a different crew doing things that they knew very little about.
Does this scenario sound familiar to you? How about the job where the project manager was terrible at communication or the place where the bookkeeper was disorganized? Remember how that messed up your ability to work effectively? These are examples of people being put in the wrong "crew," because they needed someone has to fill the slot. They weren't trained for that job and usually have no interest in doing it, but it's got to get done.
Enter, The Freelancer.
Rather than hiring someone for a permanent position or risking the failure of someone who is not well-qualified, the company can hire a freelancer for a certain project or period of time. You can get a freelancer for almost any position - project manager, consultant, designer, office work, etc. Freelancers often work on several "jobs" at one time depending upon the requirements of each job. You can hire them once or repeatedly. Gen Y'ers are often great freelancers, because we like change so much, and we have high-level skills in a small number of areas, whereas Gen X'ers sometimes have a slightly lower level of skills, but their knowledge base is much broader.
This is why, in theory, Gen Y and Gen X work well together. It´s when you add in resistance to change or an attitude of superiority that the mixture gets a little sour. If we can learn to understand and respect the Gen X'ers patterns, and they ours, maybe the workplace would mean profit for our efforts and not punishment. Change will undoubtedly happen in time, but anything we can do to smooth the road on the way there will benefit all involved.
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