Forget Gen Y Stereotypes

CU360
February 5, 2009 | COMMENTS

The stereotype of Gen Y shirking responsibility in favor of "work-life balance" is a tired caricature, according to a survey reported in T&D magazine, published by the American Society for Training and Development. In fact, the youngest workers are often the most willing to go the extra mile when the economy tightens and jobs become less secure.

A higher percentage of Gen Y workers strive to be contributors, arriving earlier, working later, and taking on more extra responsibilities than their older peers, according to the results of a survey conducted by the staffing firm Randstad.

With a gloomy economic forecast as the backdrop, Randstad surveyed workers about their attitudes toward the workplace with an emphasis on their eagerness to obtain greater job security. When asked whether they'd arrive early and stay late, 48% of Gen Y workers said yes compared with 40% of Gen X and 29% of boomers.

"I was a bit surprised at how willing Gen Y was to stay late and take additional responsibilities," says Eric Buntin, managing director for Randstad. "Our earlier surveys indicated that work-life balance is so important to them."

Results were based on an online survey of more than 2,000 adults conducted when the economy began tumbling in August and September. Some of the ready-made analysis of Gen Y workers might be unfair, Buntin added, pointing out that their true nature in the office defies easy characterization. "Their level of commitment to work and their interest in learning is just as high as everyone else," he says.

Survey findings also show that only 50% of employees believe their boss is competent. What's more startling is that only 29% consider their boss a mentor, and a paltry 19% believe the boss is an advocate.

The low numbers, in part, are attributed to the changing dynamics of the workforce whereby managers are held to the same performance standards as staff. They must leverage technology to a greater degree, handle more administrative tasks, and meet performance goals.

Only 32% of employees report being asked for input and a dismal 30% believe they're rewarded for accomplishments. Managers are not consciously disregarding input from staff, they're simply too pressed for time to ask.

Organizations need to find a balance between the development needs of employees as it relates to their supervisors and the annual expectations placed on managers, adds Buntin.