Based on these results, it might be easy for readers to interpret younger workers’ attitudes as egotistical and self-important.

Is this a recipe for conflict in the workplace? It could be. A recent Time article reports there are approximately 80 million Millennials, between 44 and 50 million Generation Xers (those born between 1965 and 1980), and 76 million baby boomers (people born between 1946 and 1964). Also, “Approximately 10,000 Millennials turn 21 every day in America, and by the year 2025, three out of every four workers globally will be Gen Y.”

So, can we all get along at work? Charles Purdy, senior editor for Monster Worldwide has studied inter-generational conflicts and thinks it’s possible to leverage Gen Y workers’ attitudes for positive results. He suggests the following to careerists who are working with the youngest members of the workforce:

1. Create a transparent work environment. Purdy explains, “Information builds trust, community, and a shared feeling of purpose.” Retaining these workers requires engaging them. “Gen Y feels engaged when they know why. When appropriate, make data available for all employees to see. When people know the score, they feel trusted.”

Purdy quotes Brad Karsh, president of the workplace training company JB Training Solutions, when he says: “Millennials have been taught to ask ‘Why?’ So we will give them an assignment that maybe isn’t the most glamorous assignment in the world. We’ll say, ‘Go pull numbers for the spreadsheet,’ and they will say, ‘Why?’ Now older generations, when they hear that,they think, ‘How dare you? I am your boss. Because I said so.’ The reason Millennials are asking that is they legitimately want to know ‘Why?'”

2. Turn away from a time clock evaluation calendar and take the focus off of hierarchical structures. Instead, create a motivating environment where performance is related to concrete goals and projects. Purdy notes, “Millennials don’t go about their work in ways that are intended to get them to the next rung of the corporate ladder or win them favor with their bosses. They prefer to get involved in projects and initiatives that fascinate them, that they consider worthwhile, and that they see as useful to the world at large.”

3. Recognize star performers publicly, and tie their great performance to the success of the organization.

4. Teach them.

5. Ask frequent questions and wear authority lightly.

6. Invite interaction with members at all levels of the organizations.

7. Offer opportunities for Gen Y workers to start making decisions immediately.

8. Give them some attention.

9. Emphasize long-term rewards, and set an example.

10. Use social media as a way to sell your company as an awesome place to work.

Read the whole post on my U.S. News & World Report column

photo by mo pie

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I work with Dan Schawbel as an editor of his Personal Branding Magazine, so I am delighted to share the news about his book…

Boston, MA (April 7, 2009) – In the past few years, the competition for entry-level jobs has increased substantially, and the 1.4 million college graduates this year are about to face the toughest challenge to date. The National Association of Colleges and Employers (NACE) reports that companies are hiring only 1.3% more graduates in 2009, which is down from 16% in 2008. A college degree, which was once a key differentiator in the corporate recruitment process, has now become a single qualifier for almost any entry-level position.

The way we manage our careers is changing and the Internet has become the new ticket to post-graduate success. In his new book, Me 2.0: Build a Powerful Brand to Achieve Career Success (Kaplan Publishing, April 2009), Dan Schawbel explains how anyone can become successful by using social media tools, such as blogs, Facebook, LinkedIn and Twitter, in order to stand out and make a name for themselves. Me 2.0 is the first book about personal branding written for the millennial generation by a millennial, that bridges the gap between the current business environment and the progressive best practices of the future. “In a tough employment environment, it is absolutely essential to move past old rules and embrace job hunting 2.0 — Dan Schawbel’s new book will show you how,” explains Sydney Finkelstein, Steven Roth Professor of Management, Tuck School of Business at Dartmouth.

“If you want to get a job out of college or succeed in the job you’re currently in, you have to be the commander of your career, which means that you’re accountable for your own destiny,” explains Dan Schawbel, the leading personal branding expert for Gen-Yers. Me 2.0 teaches you how to use social media tools for personal empowerment, confidence building, and professional networking that can actually result in attracting jobs directly to you, without applying! Recruiters will find you.

“Not only do you have to aggressively promote yourself, but you also have to protect your brand, by claiming your domain name and actively grooming your Google results,” says Dan. A recent Careerbuilder.com survey showed that one in every five hiring managers used social networks to conduct background checks on candidates.

Highlights from Me 2.0 include:

• A 4-step proven personal branding process for career success.
• Over 40 expert quotes from leaders, including Don Tapscott, Guy Kawasaki, Penelope Trunk, Chris Brogan, Laura Ries, David Kirkpatrick, and Steve Rubel.
• More than 70 research reports, three personal case studies and examples to offer a broader perspective on the topic.
• Tested advice on how to create an online and offline presence for career protection and self-promotion.

Today’s business world is filled with economic uncertainty, no job security and relentless competition. According to the Bureau of Labor Statistics, the US shed 3.6 million jobs since the recession began, which is the most since 1945. Economists state that another 2.5 million will be lost in 2009 (1.8 were lost by March 2009). Me 2.0 is the handbook for surviving and thriving in the digital age, and the recession.

About the Author

Dan Schawbel is the leading personal branding expert for Gen-Y. BusinessWeek considers Dan to be “a leading voice in the area of personal branding” and Fast Company calls Dan a “personal branding force of nature.” He has introduced a whole new generation to personal branding, as he opens up new opportunities and strives to elevate the practice. His Personal Branding Blog® is consistently ranked in the top 100 marketing blogs in the world by AdAge, and has achieved syndication from Forbes, Reuters, Hoovers and the Chicago Sun-Times. Dan publishes Personal Branding Magazine®, is the head judge for the Personal Brand Awards® and directs Personal Branding TV®. For more information, visit www.personalbrandingbook.com.
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If you need help getting your career in gear, I can assist! Contact me to learn how I can help you land the job you want!

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Regular readers know that I have been reviewing Tamara Erickson’s book, Retire Retirement. Although aimed at Boomers (born 1946 – 1964), the book offers insights that are useful across the generational alphabet!  Erickson’s research suggests that work culture will change in the next decade for several reasons:

1.  To accommodate Boomers seeking flexible, new experiences.  As the first generation with the realistic expectation of a 30-year healthy, active life after age 55, Boomers may engage in several new careers!

2. Because of Gen Y’s desire to have a work-life balance and refusal to join companies requiring 60-hour work weeks. 

(It seems as if Gen X doesn’t have much to say in this matter!)

Erickson makes the case that Boomers who wish to stay in the paid workforce will leverage a lot of power:

• Boomer skills and experience are needed. Employers don’t want to experience the “brain drain” of Boomers retiring in droves.
• Technology and a changing economy offer flexible ways of working.
• Research shows that workers over 55 are more reliable and loyal than younger workers.

Erickson encourages readers to dream big and to think optimistically about their plans.  She believes that by 2025, more companies will embrace next-generation enterprises, which she describes as:

Intensely collaborative, continually informed, technologically adept and skilled at on-going experimentation…Companies will adopt flexible relationships and continual active connections to attract both talented employees and loyal customers (49).

As a result, she believes that employees should reasonably expect the following in the next 5 years:

• Flexible time.  Changing shifts, compressed work week, individualized schedule.
• Reduced time. Part-time, job sharing, leave-of-absence programs.
• Cyclic time. Project-based or contract work.  Employees will focus on a project for a number of weeks or months, complete the work and then either take a break or move on to a new contract.  (Read more about this here.)
• Flexible place. Telecommuting, no fixed location for work.
• Task, not time. Instead of working 9 to 6, for example, employees would have a task and be required to put in only the time that it takes to get the work done.

Erickson offers specific strategies for Boomers to negotiate a new work plan.  She encourages this powerful and large group to reinvent themselves and dream big!  The book also outlines a myriad of ways for those seeking a brand new challenge (not with current or similar employers) to leverage their reputation, or “brand.”

Erickson emphasizes that responsibility for a new and improved work life is up to YOU!  Boomers (and future generations) need to plan in advance, position themselves and plot a course to navigate a desired career path.  Many successful workers will map their route years in advance and steer toward their goal.  Others will take advantage of unexpected opportunities.  Either way, a life’s worth of work impacts our options if we wish to work beyond traditional retirement age with the benefit of flexibility and personal choice.

If Erickson is correct about the changes coming to the workplace, Boomers, and younger generations as well should read Retire Retirement to begin to plan how to position themselves in a brave new working world!

Keppie Careers can help you achieve your career goals at any age!  Need a resume?  Job hunting help?  Keppie Careers will assist you every step of the way:  www.keppiecareers.com.

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