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Employers Change Corporate HR Policies to Cater to Generation Y, Survey Finds

The younger generation's entitled attitude (think pay and benefits) is clashing with older workers' values. Ultimately, however, Generation Y's presence is improving workplace policies for everyone.

By Meridith Levinson

October 31, 2007 — CIO — Generation Y, those brash, überconfident youngsters typically defined as born between 1982 and 2005, are taking corporate America by storm. They expect promotions, flexible work schedules, lots of vacation time and more money, as if those benefits were their right, not something to be earned. But because Generation Y represents the workforce of the future, employers are changing stodgy HR policies in response to their demands, according to a survey conducted by CareerBuilder and Harris Interactive.

The survey of 2,546 hiring managers and human resources professionals was designed to explore the challenges, benefits and impact of Generation Y's entrance into the workforce, said Rosemary Haefner, CareerBuilder's vice president of human resources, via e-mail. The research was conducted in June 2007. CareerBuilder defined Generation Y professionals as those age 29 and younger.

Generation Y is colliding with older generations on the job, and the differences among baby boomers', Generation X's and Generation Y's communication styles, job expectations and cultural frames of reference can create tension among these workers and hamper productivity. (Baby boomers are typically born between 1946 and 1964, according to the U.S. Census Bureau. Definitions for Generation X birthdates vary; a Census Bureau study put the range from 1968 to 1979; other researchers and reference sources define the demographic as those born 1965 to 1981.)

The survey results reveal major differences in the way Generation Y, Generation X and baby boom employees communicate. Almost half of respondents (49 percent) noted Generation Y's preference to communicate through technology (blogs, instant messaging and text messaging, for example), as opposed to having face-to-face or phone conversations, the preferred methods of baby boomers and Generation X.

Generation Y's different cultural frame of reference, noted by 25 percent of survey respondents, also heightens the generation gap in the workplace. "The Gen Y frame of reference tends to be influenced by technology - blogs, Internet sites, etc. - where Gen X's and baby boomers' frames of reference are more influenced by traditional media such as TV and print," writes Haefner. "Given that each of these generations grew up at different times, the shows and music they reference are different. While Gen X is more likely to make Seinfeld references, Gen Y is more likely to refer to The Hills," she adds, referring to the hit quasi-reality show on MTV.

 

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