My name is Amanda… and I am a Millennial!

The following is a guest blog from Amanda Harrison. For more information about Millennials, you can preview videos on my YouTube channel.

My name is Amanda… and I am a Millennial!

I sound proud to say that… but that wasn’t always the case. As a female and as a mother from the Millennial group, I’ve had to break down preconceived notions about who I am. There are those who assumed that I had a poor work ethic. And there are others who assume that because I am a mother, that I cannot do my job as well as someone without children.

We all make decisions on our lives – some good and some bad. What’s essential is that we take responsibility for all of these decisions and work to overcome the notion that a ‘bad decision’ is a reflection of us. Rather, I think poor decisions are learning experiences and they make us who we are: human. Even more important, that we become better people because of our life experiences.

There are some that assumed that because I had children at a young age, that I would never amount to anything — that I would never achieve what I originally intended with my life.

But they were wrong.

I graduated both high school and college with honors – all while working and raising a family. And I now have a rewarding career in the marketing field.

There are times when I’ve been tight-lipped about the fact that I’m a mother. I wanted to be viewed as a smart, strong, independent woman. I want people to see me as someone who will get the job done well, someone who others can depend on, and someone who goes above and beyond.  I only need to be encouraged and accepted, not discounted.

I have excelled in life because I have a passion for what I do. And I hope to be living proof that just because someone may misstep, does not mean they fall from their path.

As a Millennial, I know what I am capable of and I have seen what others are capable of. Generation Y works differently than any other generation. We are strong-willed and we think outside the box. We know how to take a project and run with it. We wish to be part of a greater whole.

My name is Amanda… and I am a PROUD Millennial!

Eliminating Communication Barriers Among Generations: An Interview with Patty Bowen

This week we discuss how Baby Boomers can best communicate with Millennials. This YouTube video offers insight into this discussion.  We’ve also asked Patty Bowen, local HR professional, to answer a few questions. Below are her responses.

What do you find to be the biggest hindrance to effective communication among different generations?

In my opinion, there are two main hindrances to effective communication between the generations:  stereotyping or pigeon holing a generational group and an unwillingness to compromise or be willing to modify your own personal communication style.

This unwillingness to compromise is not dedicated to any specific generational group. Preconceived notions of a particular age have been around for hundreds of years. In the 19^th century, living to age 50 was old. In the sixties it was ‘never trust anyone over thirty’, and in today’s world fifty is viewed as relatively young. With the advancement of technology, medical enhancements, a better understanding of the importance of living an active healthy lifestyle, opportunities for professional development,and people remaining in the workforce longer whether by necessity or for enjoyment, our world is a very different place than it was even twenty years ago.

Can you offer any solutions?

The best advice anyone can have to communicate effectively between the generations is to be open- minded.  Do no assume that all Millennials are technology savvy and Boomers are not. It is the Boomer generation, after all, who developed many of today’s technologies.  It is important that if you are unfamiliar with a term, a concept, or technological model, to ask about it and be receptive to the answer. If you are uncomfortable asking a younger person (or vice versa) a question on an unfamiliar subject, seek out the answer elsewhere.   Go online; the world is at your fingertips. Or, if you are not proficient on the computer, look it up in a reference book.

No matter what your age, learn how to navigate the internet and learn new software applications.  Computers are here to stay! Knowing how to work an X-box or play ‘Angry Birds’ is not going to help you advance in the workplace, but on the other hand, understanding that there is more to computers than  word documents,  spreadsheets, and workplace proprietary programs will allow for thoughtful, insightful conversations in the workplace, no matter what your age.

In Sylvia’s YouTube video, she gives three suggestions for Baby Boomers to best communicate with Millennials: using modern technology for communication, outlining expectations, and offering valuable feedback. Which of these would you say is most important? Can you add to this list?

Millennials, or those who were born between 1980 and 2000 (some say 1981-1999), typically have grown up with devoted parents with very structured lives.  They have participated in many activities that involve teamwork– so much more than just baseball or basketball teams. Because of these team interactions, they are used to formalized, constructive feedback and look for input on their performance as individuals as well as members of a team.  They want to be recognized, and they want to become achievers.  They have been taught to become achievers by doting parents.   Providing feedback is one of the best ways to communicate with Millennials—actually, with any age group.  Feedback should be timely, focused on performance rather than personality, and consistent among all workers.

Because Millennials are used to working in teams, they look at the workplace as not just a job, but as a place where they can socialize and make new friends. It is important that they have work-life balance.  Due to the team concepts that they have grown up with, they are used to working with a diverse network of individuals. You want to establish a positive, constructive relationship, give them the ability to work with a diverse group, help them understand the big picture objectives of a project yet let them know how valuable their own personal contribution will be to achieving that project goal.

Do you believe Baby Boomers find Millennials a threat to their success? Conversely, do you believe Millennials find Baby Boomers a threat to their success? Please explain.

I could answer both yes and no to this question, but then I would be stereotyping a generational group and not looking at individual characteristics of the workers. Just as not all Boomers were hippies and attended Woodstock, it is also not true that all Millennials were into grunge or attended Bonnaroo.  (Not sure what I am talking about? Look it up!)

Baby Boomers should not look at a Millennial as a threat; they should consider this a time when they can share their knowledge and be a mentor to their successor. A supervisor or manager is only as good as the employees that work for them. Of course, not everyone is a supervisor or manager, but at any age, you can be a mentor.

As a Boomer, look at this opportunity to learn new concepts from Millennials.   Help them find their way within an organization. If you feel threatened by what you perceive to be their superior computer abilities, take the time to learn some new programs yourself. If you are a Millennial, do not assume that the Boomer is out- dated and does not know what is happening; I can introduce you to Boomers who would put your computer skills to shame!   Also, as a Millennial, you need to understand that it is not your ‘right’ to come into the workplace and immediately become the boss. You need to work your way up through the company, just as those before you did.  Just because someone is what you consider ‘old’, do not think she’s ready for the grave. Many Boomers are not staying in the workplace just to keep you from advancing; they are staying actively engaged because they enjoy what they do and are good at it; or maybe they are still paying for some of those Millennial College loans!  : )

About Patty Bowen

With 20+ years’ experience in business, Ms. Bowen has held multifaceted roles delivering a variety of positive results in sales, training, human resources, customer service, and business and workforce development.  Currently, she works in the Human Resources Department as Coordinator, Professional Development at HACC, Harrisburg Area Community College, and is an adjunct faculty member at Eastern University’s Campolo College of Graduate and Professional Studies. Previously, she served as the Sales and Marketing Director for Emeritus at Harrisburg, a senior personal care and memory care community. Patty also worked at UPS for 15 years and was a member of the Pennsylvania Workforce Investment Board within the PA Department of Labor and Industry.

She  earned her Associate’s degree in Business Studies at HACC, and her Bachelor’s in Applied Behavioral Science and  Master’s in Education in Adult Training and Development from Penn State – Harrisburg.  In addition, she has a certificate in HR Management. She is a member of SHRM and ASTD. *

*Comments made are from the professional, personal, and educational experiences of Ms. Bowen and are only intended for guidelines and informational purposes.

Generation Jones: The ‘Lost’ Generation

This week, we continue our discussion of generational differences in the workplace. I thought we should cover a generational group that’s slightly different from Generation X, Y or the Baby Boomers. The group is called Generation Jones and you can learn more about them with this video clip.

Below are a few questions and answers about the Generation Jones.

Those in the Generation Jones group were born between 1954 and 1965, which is latter part of the Baby Boomer Generation.  Why do you believe the Generation Jones categorize themselves outside of the Baby Boomer Generation?

Members of Generation Jones don’t want to be associated with Baby Boomers because they perceive Boomers as making many leadership mistakes over the years.  They frequently disagree with how Boomers have handled significant global concerns, various business decisions, and environmental preservation efforts.  Consisting of 26 percent of the U.S. population (53 million people), this group feels ready to lead in a very different way.  They are just waiting for their chance to do so.  Waiting in the wings until more upper end Boomers retire, they find themselves in a position of having to be patient.  They see themselves as the “lost generation,” sandwiched between the Boomers and Gen X.  I think they resent this.

Some of the words used to describe Generation Jones have included the following characteristics: competitive, yearning, cynical and frustrated.  Would you consider any of these characteristics to be accurate? Why or why not?

These words accurately describe Generation Jones in part because these folks aren’t using their skills and talents to the optimal level.  On a positive note, it’s also important for us to know that this generation is willing to try new things, is open to possibility and influence, and is still searching for opportunities to make major contributions to the world.  They see themselves as capable careerists who feel they have so much more to give.

It’s said those in the Generation Jones group are responsible for electing our current President, Barack Obama. Why do you think this group chose Obama as a leader?

Generation Jones may have helped to elect Obama because Obama himself is a member of this group.  Perhaps they could relate to him on a number of levels, since many would share his world view, his interpretation of historical and current events, and his ideas for bringing needed change to the country and to the world.

If you had to highlight one key area that separates Generation Jones from the Baby Boomers, would that area be?

In general, persons in Generation Jones are less self-important than the Baby Boomers.  They have an equally strong desire to make meaningful contributions without needing to be recognized in big ways.  They may be less self-focused than the Boomers.

How Are Colleges Preparing Millennials for the Workforce?

Born to Baby Boomer parents, members of the Millennial Generation have often been told that they are destined for something special; that they are the key to our future. But they also face tremendous pressure to achieve. Many feel pressure from parents to perform well in school and from peers to contribute to the team. Some are also over-scheduled and would like more balance. Millennials differ dramatically from the previous generation, Generation X, primarily in their positive attitude, strong self-image and expectation of employers.

For this group, the preferred working environment combines teamwork and technology. Millennials like to be useful and helpful. If you have employees who know more about a topic than you do, let them talk about what they know. Millennials also think in many dimensions at once. Provide opportunities for them to be creative in how they approach and fulfill requirements.

I’ve addressed how businesses can attract quality Millennials with this YouTube video.

I’m also curious how colleges are preparing Millennials for the workforce and how companies are attracting Millennials to their workplace. I’ve asked a local college professor for some insight. The following was written by Professor MJ Zygmont of Central Penn College.

I can only speak with certainty about how Central Penn College (Central Penn) is preparing Millennials for the workforce, but I believe that most post-secondary institutions recognize the need to do so. Why is this critical? In the past four years, graduates have had to recognize that they are entering the workforce at a difficult time. This situation is primarily due to the downturn in U.S. economy and the resulting increase in unemployment. Unfortunately, this may remain the standard for the next few years. What this means to graduates is that not only have organizations reduced the number of employees they are hiring, but they are also laying off employees. Further, employees are choosing to work longer versus taking a retirement option. Therefore, college students must use their time in college to gain skills that make them attractive and competitive when seeking employment, and colleges like Central Penn must assist them in this effort.

Central Penn is a career-focused institution. Professors build programs and teach courses informed not only by their academic knowledge, but also their industry experience. This career focus creates an environment in which students are trained to be an educated and experienced employee. Millennials are considered traditional students, the majority attending college immediately after high school with little formal work experience, and; therefore, Central Penn must provide experiential experiences in the classroom, through research projects, mandatory community service, and a mandatory internship. Further, Central Penn requires students adhere to a professional appearance policy in order to instill habits appropriate for the workforce. In addition, through the Career Service department, Central Penn provides networking opportunities so that students, beginning their first term, can begin making connections to employers. Each step along the way, students gain the skills they need to be competitive when seeking employment.Millennials, as all generations do, have a unique approach to their careers. Most are interested in making money and being ‘successful’, but they also have the need to maintain relationships whether it be family, friends, significant others, or through a vast social network. For this generation, technology is ubiquitous. Companies that are interested in attracting Millennials must recognize their value (i.e. knowledge, creativity, technological skills) and be willing to adapt to the needs of these workers. How can companies adapt? Flexibility is perhaps the most important descriptor for what this generations seeks in an organization, as well as a manager. Flexibility to understand that the quality of the employee work-life balance will be a significant deciding factor as to how satisfied they are with their job and whether they can be retained by an organization. Another key factor to attract Millennials is to provide them an opportunity to grow both personally and in their careers. Employees are interested in personal and professional development and an organization that will support these activities is more likely to attract and retain Millennials.

Workplace Generation Gaps: Millennials Speak Up!

This week, I start a new series on generational differences in the workplace. I’ve been asking the fans on my Facebook page about generation gaps and how they affect communication. I’m not surprised by the responses.

I think the Millennials (also known as Generation Y) tend to get a bad rap. These groups of individuals are high-energy, but also expect more work-life balance.  I address this more in this YouTube video.

To get the discussion started, I’ve asked a few Millennials about their experience in the workplace, specifically if they feel categorized or grouped into a ‘type’ and what their attitudes are toward work.  To protect their identity, I’ve only used the first name.  I think you might find their answers a little eye-opening. Below are their responses:

Steph

I do feel like I am classified a certain way because I am young. People treat me as though I do not know anything or what I am talking about….or that I do not know what the ‘real’ world is like.

I want to enjoy my job, have respect and I would like to be recognized for my effort. I work better with positive feedback or constructive criticism. I want a job where everyone does what they are supposed to and pulls their own weight. When this happens I work better because I know I am working toward the greater good.

Melissa

Because I am young, most of those who are older than me treat me like I am less educated and do not know what I am doing.

I am very motivated to work hard and move up the ladder.  I ask for respect because I like my job and I am willing to do more. I do expect the basic benefits, however, such as health, dental and vision insurance as well as vacation and sick days.

Joseph

Older people assume that I have no idea what I am talking about or what I am doing. They are not willing to help younger employees learn; they just expect them to know. These folks had to learn on their own, so they expect us to do the same. I am not saying I want to be spoon fed, but a little training goes a long way.

I enjoy working because it keeps me busy. All I ask for is for everyone to work as hard as I do.  I respect others and in return want respect from them. I expect benefits and raises accordingly. I want to continue to learn more in my field of work (construction) and move up the ladder. My goal is to eventually start my own businesses.

Are you a Millennial? What has been your experience in the workplace? Are you a Baby Boomer or maybe someone in the Generation X group? Can you think of anything to say in response to this feedback?