According to the Gen Y Workplace Expectations Study, Gen Y workers have a positive view of their managers, believing that their managers can offer experience (59%), wisdom (41%), and a willingness to mentor (33%). Yet, managers have an overall negative view of their Gen Y employees. Managers feel these Millennials have unrealistic compensation expectations (51%), a poor work ethic (47%), and are easily distracted (46%).
So, how can a Gen Y'er stand out from the negative perceptions in the minds of their esteemed superiors and ultimately get ahead?
Marcus Buckingham, author of Now, Discover Your Strengths and StandOut self-assessments, says, "Generation Y will come to dominate the workforce, but they are entering it at a particularly difficult time. While they are often--and rightfully--considered to have a pioneering, we-can-change-the-world outlook, they are also a more delicate cohort than the stereotypes might suggest. We all know that members of Gen Y are accustomed to constant, immediate feedback. Forget annual reviews; they want weekly or daily check-ins with their supervisors. And we know they're used to that feedback being overwhelmingly positive. They are accustomed to being praised for their uniqueness [by their helicopter parents]. The result is a challenging set of expectations"
In today's workplace, it's not unusual to find people from four different generations, each one with its own unique cultural and communications styles, values, needs and wants. When intergenerational conflicts arise--and they always do--productivity and profitability suffer. Each generation has its own, unique communication preferences and ideas on how work should get done. If you understand these preferences and ideas, you'll be able to build relationships with those who can advance your career.
Some of the biggest differences between Gen Y and the other generations are in the workplace. Gen Y has largely rejected the attitudes of Gen X and the Baby Boomers. Yet, failing to understand other generations could lead to unnecessary conflicts at work that can hurt your career.
"Sixty-two percent of Ernst & Young LLP's population will be Gen Y in 2013, which is much higher than Millennials' current representation in the US workforce," said Karyn Twaronite, Americas Inclusiveness Officer for the global Ernst & Young organization. "As a result, we understand that positioning Millennials for success has a direct correlation to our business' success---while advancing the critical dialogue about how to best manage the generational mix in today's workplace."
Sources: Dan Schawbel: Promote Yourself: The New Rules for Career Success
Marcus Buckingham: StandOut: The Groundbreaking New Strengths Assessment from the Leader of the Strengths Revolution