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Gen Y in the Workplace: Leveraging Its Tech-Savvy

What are the concerns with Gen Y in the Workplace? How can these generational differences be leveraged? Experts shared with us their experiences and perspectives.

by Rachelle Dragani

Generational Differences

The crowd that gathered to discuss Gen Y in the Workplace: Leveraging Its Tech-Savvy to Achieve Efficiencies in Your Company at a recent Red Shoe Movement Signature event could be divided into two categories:

Gen Y in the Workplace: Leveraging Its Tech-Savvy

Gen Y in the Workplace: Leveraging Its Tech-Savvy

1) The Gen Y-ers, those born after 1980, eager to use social media and the latest digital technology to promote their companies, build loyal clients and foster worldwide connections, all from their phones or computers.

2) The Gen X-ers and Baby Boomers, those born between early 1960s to the early 1980s and between 1946 and 1964, respectively, with more years of work experience under their belts and an understanding of the power that technology can have in making or breaking a company.

Regardless of the generational differences between these two groups, their shared primary challenge was keeping up with the rapidly evolving tech scene. Generation X and Baby Boomers were eager to leverage the increasing size of Generation Y in the workplace as a conduit to improve efficiencies in their companies.

The concerns with Gen Y in the Wokplace

“I understand that’s the way everything is moving, and I know there is a lot to learn from Gen Y in the workplace,” said Kendra Bradley from Siempre Mujer. “But we weren’t brought up with iPhones and this much technology, and it is really frustrating to try desperately to keep up with this whole other world.”

Some Generation X/Baby Boomers were also frustrated that there were no universal laws for using social media. They felt it was tough for them to learn more about the positive benefits of new technology when protocols differed so greatly between industries.

Samantha Heron, who works in finance at MetLife, pointed out that in an industry as private as finance, almost all information needs to be kept under wraps. Even a seemingly innocent Tweet such as “Got takeout in the office cuz I’m working super late tonight on a big project!!!” could tip off competitors or reporters that something big – an acquisition, executive turnover, a new account – could be in the works.  Once information slips, a possible deal could go south.

Gen Y in the Workplace: Helping them to see value of face-to-face connection

Gen Y in the Workplace - Understanding Generational Differences

Gen Y in the Workplace – Understanding Generational Differences

Kary Takach spoke up about her experiences in the hospitality industry at Andaz Wall Street. She understood the importance of embracing technology in her industry, especially to help foster loyalty among guests and ensure they choose her hotel again when they come back into town. She noted, though, that in a business like hospitality, sometimes nothing can replace the comfort that comes with face-to-face interaction. It’s a reminder that she has had to give to some of her younger, iPhone-addicted employees.

The Gen Y-ers in the room were receptive to Gen X /Baby Boomers’ concerns. As a matter of fact. a few even acknowledged how overwhelmed they often feel with the daily appearance of new tech apps, even though they’ve grown up embracing the latest gadgets, platforms and ways to connect.

What Gen Y in the workplace can learn: Appropriate use of social media

The Gen Y-ers present also agreed that for every brilliant Tweet or Facebook post, there are probably ten more useless ones, and sorting through the sludge of the Internet can be exhausting.   A few admitted that they and their colleagues had some harsh reality checks when one of their seemingly innocent social media posts spun out of their control, garnering unwanted attention.

Despite any generational differences, both groups at the event agreed that each generation had plenty to learn from the other. The more experienced professionals could help the Gen Y-ers (especially the ones that thought Tweeting out a picture of their morning coffee was a productive use of time) determine what belonged on public social media accounts, and what information needed to be kept private. It’s a lesson that too many young workers have had to learn the hard way. They agreed that older colleagues shouldn’t be afraid to create very specific rules about what can and can’t be shared publicly, and then enforce punishments if certain info is still leaked.

What Gen X/Baby Boomers can learn from Gen Y-ers

It was generally accepted that Gen Y-ers now had a chance to become the experts in their places of work. They could help their colleagues understand the ins and outs of managing a social media account, discover compelling and informational online contacts and dream up new ways to reach out to clients via the web— All invaluable strategies that should be enough to set generational differences aside as they could greatly benefit the bottom line of the organization.

Most importantly, “neither side can profess to know it all,” said one of the Experts who asked to remain anonymous.  “I know I’m on top of my game for what I do, but someone can easily come up behind me representing the new pinnacle of talent and achievement,” she pointed out. “I know I need to take a step back and see how Gen Y-ers can help me in my long-term growth, just as I am teaching them. One of the hardest parts is making your own standards and rules for what gets put out there, and sometimes you just have to step away from the computer and figure it all out.”

Millennial generation in the workplace: Millennials Who Make Us Proud

Millennials Who Make Us ProudMost of the people I know have a horror story about a Gen Y employee or child which often ends with a comment along the lines of: They have a strong sense of entitlement; They don’t care about details; or They want to begin their careers as managers even though they have no experience.

And although historically, each generation has complained about the one following, Millennials (also known as Generation Y) seem to be particularly ill-fitted for the workplace they are encountering. An increasingly small world calls for an increased level of competitiveness, self-direction, and engagement, among other traits, and many Millennials don’t come equipped with these skills.

Being involved with a platform that serves young students, I’ve run into my share of young people who left me wondering how they will survive in the real world once they graduate. No motivation, no interest in developing critical relationships, no passion to speak of… It worries me that the high unemployment rate of this generation is not only due to market forces but also to this Millennial lack of desire and ambition. It’s a reality experienced not only in the U.S. but also in Latin America and Europe—where there are growing numbers of so called Los Ninis.  (Ninis stands for: Ni estudian ni trabajan, they neither study nor work.)

That’s why, on a recent trip to Chicago, it was so inspiring to spend time with the RMHC/HACER national scholarship recipients. This group of 15 students was brought together by McDonald’s for training and to celebrate the graduation of the first four award winners who are graduating college this year. I presented a college-to-workforce program for juniors and seniors; and I got to hang out for a couple of days with a handful of bright, highly motivated first-generation college students.

These students, each of whom won the $100,000 RHMC/HACER scholarship (several of them have also received the Gates Millennium Scholars award), are attending the best schools in the country. They’re enrolled at Yale, Harvard, MIT, UPenn, Duke, Brown, Arizona State University, University of California Davis, Ramapo College, College of St. Vincent and others of equal caliber.

They are taking advantage of every opportunity to expand their horizons by studying abroad in China, doing internships in Italy, volunteering with a Suicide Hotline in Providence, job-shadowing dentists in Argentina, you name it. They are part of the same generation that has many of us worried, but they are eager to change the world. They have ventured away from home to attend schools where they don’t feel 100 percent comfortable, but they are willing to push through. They are mentoring their siblings and serving as role models. They talk to the press and share their stories, and in doing so they help change the narrative that permeates the media about Hispanic educational underachievement.

Unlike many of their counterparts who seem to be lost in a false sense of entitlement and unable to figure out what to do with their lives, these young Latino Millennials are an important part of the same generation, the part that makes us proud. And we should all get behind them.

This article was originally published on Mamiverse.