Comments on: Guest Post: Gen-Y Gap and What They Can Offer

By: chevy tahoe accessories

chevy tahoe accessories — Wed, 19 May 2010 16:39:07 +0000

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By: Erin Kennedy, CPRW, CERW

Erin Kennedy, CPRW, CERW — Tue, 18 Aug 2009 18:07:59 +0000

Very interesting! Thanks for the tip/links!

– Erin

By: HD4006

HD4006 — Tue, 18 Aug 2009 15:16:55 +0000

Interesting blog, but it’s missing an important part of the equation: Generation Jones (born 1954-1965, between the Boomers and Generation X). Google Generation Jones, and you’ll see it’s gotten a ton of media attention, and many top commentators from many top publications and networks (Washington Post, Time magazine, NBC, Newsweek, ABC, etc.) now specifically use this term. In fact, the Associated Press’ annual Trend Report forcast the Rise of Generation Jones as the #1 trend of 2009.

It is important to distinguish between the post-WWII demographic boom in births vs. the cultural generations born during that era. Generations are a function of the common formative experiences of its members, not the fertility rates of its parents. Many experts now believe it breaks down more or less this way:

DEMOGRAPHIC boom in babies: 1946-1964
Baby Boom GENERATION: 1942-1953
Generation Jones: 1954-1965
Generation X: 1966-1978

Here is an op-ed about GenJones as the new generation of leadership in USA TODAY:
http://www.usatoday.com/printedition/news/20090127/column27_st.art.htm

Here’s a page with a good overview of recent media interest in GenJones:
http://generationjones.com/2009latest.html

By: Matt M

Matt M — Tue, 18 Aug 2009 14:23:27 +0000

Stumbled across this today….I’m a gen Y’er as well as a director for a small online retailer. I have to disagree with the article as I’ve seen the worst of what my generation has to offer. Calls from applicants parents, lazyness, unrealistic expectations, inability to take criticism, etc. I’m actually surprised to see some of that reflected in the responses above. If you’re finished with your project early in the day, then find something else to do that contributes to your organization. Offer a hand to a co-worker, start a new project, do something instead of sitting there pretending to be busy.

By: Sarah

Sarah — Mon, 17 Aug 2009 19:40:58 +0000

Nick I think your article is dead on. It’s not about how many hours you’ve worked, but what you produce in that set amount of time. Too many employers these days are so focused on making sure you show up not a minute late and don’t leave a minute early. Now I’m not saying they don’t care about what you produce, but like the Pareto principle states in relation to business, 80% of the effects come from 20% of the causes. I feel like Generation Y is just as motivated and dedicated as prior generations, our outlook is just a bit different. Like you stated, we work to live, not live to work. My job does not classify me, nor do I want it to.

By: Erin Kennedy, CPRW, CERW

Erin Kennedy, CPRW, CERW — Mon, 17 Aug 2009 02:37:46 +0000

I see your point, too–although I think in any job you have to stay until the end of the day regardless if you finished your projects by noon (at least the jobs I’ve been in!).

Erin

By: Wine of Month Club

Wine of Month Club — Sun, 16 Aug 2009 20:42:04 +0000

I run into this problem all the time with my boss who is 60+(I was born in 79) if I have 5 projects to finish and I’ve completed them by noon…why do I have to come back after lunch and appear busy? We’ve also seen the evaporation of benefits and large corporations…..I think there needs to be a middle ground, but to ask a new generation to completely conform has never went well before.