Baby Boomers catch a lot of flak for not being as technically adept as their younger peers. Yes, the "Echo Boomers" (aka, the Millennials or Generation Y) have the distinct advantage of having been weaned on technology for the past 10 to 15 years, and I learn a new techie thing each week from my two teenagers.
So, taken as a whole, the Echo Boomers have a distinct technological advantage over their parents' generation in the workplace. That advantage, though, could become larger as the recession eats away at thousands of jobs. That may allow some companies to dump higher-salaried, not-so-technically-savvy Boomers in favor of cheaper, younger talent who - arguably - have an easier time finding ways to use technology to boost revenue and cut costs.
What's a Boomer to do? Learn the technology you don't know and become more marketable. Start with the following:
LinkedIn. If you have a profile on LinkedIn, that's a good start. Many professionals already use this site, and more employers are checking it out for potential talent. Build your network and join some interest groups where you can start or jump in on a discussion. You never know when a comment catches the eye of someone who wants to know more on the subject and will reach out to you - possibly with the intent of discussing a job opening.
Facebook, Twitter, etc. This might be more impressive to the younger set than having a LinkedIn profile. Yes, Facebook, MySpace and the like are more the purview of teens and 20-somethings, but, utilized correctly, they can widen your network of people with similar interests. Just don't post or say anything that could potentially come back to bite you professionally. I've never warmed up to Facebook, but two fellow Boomer friends have suggested I start a profile. I just might.
Texting. I've been doing a bit of this, usually with my daughter when the messages can be handled in less time than a typical call on the cell phone. It can be fun, but make sure you get the best possible deal from your cellular service provider if you plan to do a lot of it.
Showing posts with label Generation Y. Show all posts
Showing posts with label Generation Y. Show all posts
Sunday, December 21, 2008
Saturday, June 7, 2008
Hire Job Hoppers? Sure, if You Believe
You Can Stop the Hopping
My post this week on The Pongo Blog tackled a question that perplexes many a hiring manager today: Would you hire a job hopper? The topic, when it was addressed last month on the BNET blog, garnered more than 100 responses, which is danged good for a business blog (Frankly, I'm more than a bit jealous, but hardly anyone in the blogosphere knows me through this blog).
My most recent Internet reading finds that the younger workers, aka Generation Y, is more prone to job hopping (roughly defined as working an average of one job a year), largely because they're not being challenged enough or they don't want to work for a company that expects complete and undying fealty to the corporate mission - even it means working 60-70 hours a week, and leisure and family time be damned. (Uh, no, I don't think so!)
The problem, as I see it, is not with the workers, but with the employers. Some are only now beginning to see the potential payback in investing in worker development and training as a means to prolong tenure and hang onto their most promising talent. I'm sure it's tough for many of these companies to do since they've been doing it the "Work comes first" and "Just do it no matter how long it takes" philosophies for so long. But if companies believe you can train and develop workers who would otherwise job hop, and value their off-work hours as much as they do, then you shouldn't have a problem. Right?
It's a changing world, and while the Baby Boomers have made their mark with long hours and hard work in the workplace, Generation Y is taking the workplace in another direction. And as its numbers grow, the attitudes in the workplace, as well as business practices, are bound to change.
What about you? Are things changing where you are? How does your company feel about job hoppers? I welcome your thoughts and observations.
My most recent Internet reading finds that the younger workers, aka Generation Y, is more prone to job hopping (roughly defined as working an average of one job a year), largely because they're not being challenged enough or they don't want to work for a company that expects complete and undying fealty to the corporate mission - even it means working 60-70 hours a week, and leisure and family time be damned. (Uh, no, I don't think so!)
The problem, as I see it, is not with the workers, but with the employers. Some are only now beginning to see the potential payback in investing in worker development and training as a means to prolong tenure and hang onto their most promising talent. I'm sure it's tough for many of these companies to do since they've been doing it the "Work comes first" and "Just do it no matter how long it takes" philosophies for so long. But if companies believe you can train and develop workers who would otherwise job hop, and value their off-work hours as much as they do, then you shouldn't have a problem. Right?
It's a changing world, and while the Baby Boomers have made their mark with long hours and hard work in the workplace, Generation Y is taking the workplace in another direction. And as its numbers grow, the attitudes in the workplace, as well as business practices, are bound to change.
What about you? Are things changing where you are? How does your company feel about job hoppers? I welcome your thoughts and observations.
Monday, April 21, 2008
Closing the `Generation Gap' at Work
I have to admit being somewhat amused with the cross-generation sneering match I sometimes see between Generation Y (aka, the Millennials) and the Baby Boomers when it comes to work. While the former are largely trying to find their way in the workplace, they tend to butt heads with the latter, the ones who are running much of corporate America today.
For instance, close to 20% of North American companies polled in a recent survey say it's hard to reach Millennials, more than twice as hard to reach other demographic groups, such as women, the physically challenged, and major ethnic groups. From my vantage point as a commentator on workplace issues, plus the fact that I work with quite a few Gen Ys, the solution comes down to understanding and empathy, mainly on the part of the Boomers.
Gen Y may like to march to its own beat, but it's we Boomers who have encouraged that! You might respond with "Really?!?" Yes, really! As we reared our children, many of us instilled in them the notion that they could accomplish anything they put their mind to accomplishing, as well as to stand up for themselves and realize that they had something positive to contribute to society. But in the workplace, Gen Y sees our Boomer brethren acting differently, especially in companies that value (read: demand) long hours and dedication to the job.
But Gen Y isn't stupid. In fact, I believe they're smarter and savvier than we would like to give them credit for. If they know they can improve their work lot elsewhere, they will. That's why they're more apt to change jobs more frequently, unlike our generation and our parents'. That's why they're more likely than we are to value their leisure time.
And it's why we need to recognize that and re-engineer our workplaces if we are to enjoy business success. Gen Y is not made up of inmates who want to run the asylum; they represent a new order that could well make revolutionary changes in the workforce as we move further into this century.
If you're a Baby Boomer or part of Gen Y, how do you see this generational clash playing out in the workplace. I invite you to share your perspectives.
For instance, close to 20% of North American companies polled in a recent survey say it's hard to reach Millennials, more than twice as hard to reach other demographic groups, such as women, the physically challenged, and major ethnic groups. From my vantage point as a commentator on workplace issues, plus the fact that I work with quite a few Gen Ys, the solution comes down to understanding and empathy, mainly on the part of the Boomers.
Gen Y may like to march to its own beat, but it's we Boomers who have encouraged that! You might respond with "Really?!?" Yes, really! As we reared our children, many of us instilled in them the notion that they could accomplish anything they put their mind to accomplishing, as well as to stand up for themselves and realize that they had something positive to contribute to society. But in the workplace, Gen Y sees our Boomer brethren acting differently, especially in companies that value (read: demand) long hours and dedication to the job.
But Gen Y isn't stupid. In fact, I believe they're smarter and savvier than we would like to give them credit for. If they know they can improve their work lot elsewhere, they will. That's why they're more apt to change jobs more frequently, unlike our generation and our parents'. That's why they're more likely than we are to value their leisure time.
And it's why we need to recognize that and re-engineer our workplaces if we are to enjoy business success. Gen Y is not made up of inmates who want to run the asylum; they represent a new order that could well make revolutionary changes in the workforce as we move further into this century.
If you're a Baby Boomer or part of Gen Y, how do you see this generational clash playing out in the workplace. I invite you to share your perspectives.
Subscribe to:
Posts (Atom)
