Generation X | Gerneration Y |
Born 1965-1976 51 million | Born 1977 – 1998 75 million |
Accept diversity Pragmatic/practical Self-reliant/individualistic Reject rules Killer life Mistrust institutions PC Use technology Multitask Latch-key kids Friend-not family | Celebrate diversity Optimistic/realistic Self-inventive/individualistic Rewrite the rules Killer lifestyle Irrelevance of institutions Internet Assume technology Multitask fast Nurtured Friends = family |
Mentoring Do’s · Casual, friendly work environment · Involvement · Flexibility and freedom · A place to learn | Mentoring Do’s · Structured, supportive work environment · Personalized work · Interactive relationship · Be prepared for demands, high expectations |
Source: The Learning Café and American Demographics enterprisingmuseum 2003.
Generation X: Declaring their Independence
The 51 million members of Generation X, born between 1965 and 1976, grew up in a very different world than previous generations. Divorce and working moms created "latchkey" kids out of many in this generation. This led to traits of independence, resilience and adaptability. Generation X feels strongly that "I don't need someone looking over my shoulder."
At the same time, this generation expects immediate and ongoing feedback, and is equally comfortable giving feedback to others. Other traits include working well in multicultural settings, desire for some fun in the workplace and a pragmatic approach to getting things done.
Generation X saw their parents get laid off or face job insecurity. Many of them also entered the workplace in the early '80s, when the economy was in a downturn. Because of these factors, they've redefined loyalty. Instead of remaining loyal to their company, they have a commitment to their work, to the team they work with, and the boss they work for. For example, a Baby Boomer complains about his dissatisfaction with management, but figures its part of the job. A Gen Xer doesn't waste time complaining-she sends her resume out and accepts the best offer she can find at another organization.
At the same time, Generation X takes employability seriously. But for this generation there isn't a career ladder. There's a career lattice. They can move laterally, stop and start, their career is more fluid.
Even more so than Baby Boomers, members of Generation X dislike authority and rigid work requirements. An effective mentoring relationship with them must be as hands-off as possible. Providing feedback on their performance should play a big part, as should encouraging their creativity and initiative to find new ways to get tasks done. As a mentor, you'll want Gen Xers to work with you, not for you. Start by informing them of your expectations and how you'll measure their progress and assure them that you're committed to helping them learn new skills. (Members of Generation X are eager to learn new skills because they want to stay employable.) Gen Xers work best when they're given the desired outcome and then turned loose to figure out how to achieve it. This means a mentor should guide them with feedback and suggestions, not step-by-step instructions.
The Y Generation: Up and Coming
Generation Y includes those born between the second half of 1970s and the first half of the 1990s, although some expert believe these dates to be debatable. They are also referred as Echo Boomers, Millennium Generation and Google Generation.
Generation Y is a world with diverse Internet resources, Ipods, Facebook and intense multi-tasking. Technology is speedily growing with no sign of stopping. Generation Y is the first to grow up with the Internet, providing a number of resources from downloading music to online chatting to blogging. Cell phones are also in much wider use, along with other gadgets such as remotes for television, DVD players and stereo systems.
The younger members of Generation Y are getting ready to ship off to college while the older members are entering the work force. Overall population is expected to peak in a few years; a likely prediction is that the number of college applications will soar, making it more difficult than ever to be accepted into an institution of higher education, or that finding a job upon graduation will be rough as employers up their standards.
Growing up with the dot-com bust and a number of layoffs from merging companies or other reasons, Generation Y is generally more financially savvy than its predecessors. A survey by the Diversified Investment Advisors of Purchase, NY reported that 37 percent of Generation Y members expect to start saving for retirement before they reach 25, with 49 percent who say retirement benefits are very important when accepting a position.
Experts have found that coupled with the fast influx of new technology, there is much emphasis placed on the accessibility of knowledge during major crises, stronger communication lines and an increased feeling of safety and acceptance.
Reacting to layoffs and recent major corporation scandals such as Enron, the idea of both employee and employer loyalty have disappeared. A study by the Families and Work Institute from about a year ago found that younger workers are less likely to be obsessed with work; they are more interested in preserving their quality of life, even if it means staying at the same position in the labor hierarchy. As for attire, business dress may seem to an older generation as if it is becoming more and more casual, with cropped pants, flip-flops and polo shirts making their way into the office.
Members of Generation Y are characterized as being more racially and culturally tolerant than past generations. Gay rights and non-traditional gender roles have also become more widely accepted.
Source:
The X generation: The Law Practice
The Y generation: Business week
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