Calling Gen Y (born 1978-1994) lazy is en vogue. The Washington Post's April 3rd article is among the latest to call into question this generation's work ethic. The article highlights new data from the Pew Research Center that confirms current suspicions: Gen Y is different. Is this really a surprise?
Unlike the Silent Generation, Boomers and Gen X, Pew found that Gen Y is the only generational cohort that doesn't cite "work ethic" as a defining characteristic. The top three responses elicited by the open-ended question were: technology use, music/pop culture and liberal/tolerant. Further, Gen Y believes that older employees have a better work ethic and therefore they aren't interested in asserting moral superiority.
As the head of a research organization, I could critique Pew's methodology or call the analysis problematic (see Erica Williams' discussion on the use of "work ethic").
As an employer of Gen Y women, I could testify about the hard-work and dedication of my younger staff members. And, of course, insert an overused stereotype about their techie tendencies (after all they did convince me to buy an iPhone).
I'm going to put my professional and personal concerns on hold for now. My concern is less about the data or conclusions many researchers have been asserting, and more about the issues they are raising. What we learn about Gen Y is determined by the questions we ask. And we're asking the wrong questions.
Gen Y workers don't define themselves by their work ethic. So, what? It's an interesting piece of data. But, that's all it is. What we really need is data that can lead to action. To be competitive in the future, employers need information that leads to strategies for attracting and retaining Gen Y talent.
The current literature on Gen Y, seems preoccupied with the extent to which Gen Y is or isn't lazy. But this distracts from larger research questions. We need a new framework for understanding Gen Y. We don't have to stop discussing generational differences, but we do need to probe deeper to understand the factors that create those differences.
These are the types of questions Business and Professional Women's (BPW) Foundation is exploring. Through our Young Careerist Research Project we're asking Gen Y women about their views of work and the workplace and will then share that knowledge with employers looking to recruit and retain these young women. Employers are beginning to recognize that utilizing the talents of Gen Y will increase their talent pool and will also improve their bottom line.
BPW Foundation's primary research will give voice to a distinct group of working women who are vital to developing tomorrow's diverse and skilled workforce. Over the next 20 years, talent will be the most important corporate resource. If we are going to succeed, we can't afford to ignore Gen Y's demands for new rules of engagement.
BPW Foundation is looking for Gen Y women and employers to partner with us in our research. If you would like to redefine the workplace for today, and in the future, email to foundation@bpwfoundation.org.
Follow Deborah Frett on Twitter: www.twitter.com/BPW_CEO
As a Gen Y'er myself, I know I'm not lazy. But I won't settle. I'm not going to plug away at a company for 20 years for "job security" - and what is that anyway? Our grandparents, and even parents, don't realize that companies don't work the same way they used to. There aren't fat pensions, and most of what we aspire to be aren't unionized professions. I'd say that we don't let "work ethic" define us because we strive to do what we enjoy the most, and we realize that it just isn't about "hard work" anymore in the work place.
To the article, this was a well-written piece and underscores the "grain of salt" when it comes to survey research. It can be interpreted however you'd like it to be - and in some cases, some people have used the research to call Gen Y lazy.
Anyone honest will tell you: getting ahead is about who you know and who knows you.
As a corporate manager I look forward to learning the results of this research not just for insight into how it can be used to benefit our business and industry which is hi tech, but across the board to other industries and the service sector.
I would also be curious to see a backgrounds comparison of individuals from the different generations; parents job levels, socioeconomic and educational backgrounds which may speak to the work ethic individuals were exposed to; scholastic interests/aptitudes; extracurricular interests/aptitudes; volunteerism; other achievements; inherent 'curiousity' levels and participation in 'self-education' activities past formal secondary, college or post-grad levels; entrepreneurial attempts/activities along with success/failure rates.
I view these behaviors, along with others, as indicators of an individual,s potential as well as the what changes will need to be made to accommodate and nurture our younger people in an ever changing landscape so that they can one day lead themselves.
Another point is that the nature of work has changed. When everybody was working in manufacturing or agriculture it was fairly easy to measure productivity and for that common goal to be reached. Now we don't have "proper" jobs - I work in IT and if I were to tell you what I actually do it would firstly bore you to tears and secondly you would only end up with a vague understanding as it is so specialised.
Previous generations seem to have been grateful to their employers for the wonderous gift of employment. Frankly I see it as an exchange of my time for their money. I am under no illusions that my employing company cares about my personal welfare, even if the individuals within the organisation do. This means I will not put in extra effort above and beyond what I'm paid for just as I wouldn't expect the workmen building my house to work for nothing for an extra few hours a day because of their "work ethic"
They have seen a culture where everyone but the janitor is expected to be "on-call," nights, weekends, and even on vacation, but the level of loyalty given back by the employers is next to nothing.
While they live for their ipods, their phones, and their netbooks, a lot of other material possessions mean little to them. As a group they lean more towards geek than sleek, and don't seem to mind. A
t-shirt is a t-shirt. Jeans are jeans.
Gen X, the Boomers, and the silent generation think they are lazy and need constant attention because we were so driven, competitive, and told from day 1 that we had to be "self-starters." Maybe they aren't lazy, maybe they just stopped to ask, "Why?"