Tag: generation y

Categories
Learning Work

Who Will Do The Actual Work When The Economy Recovers?

I had an interesting conversation today with a few friends about the exodus of young people from the workplace back to school during this recession. It seems as though people in Generation Y are bailing left and right on current jobs and diving back under the safe covers of academia. And who can blame them? You get to work on interesting research (hopefully), you get a stipend (maybe) and you have better prospects when you’re all done (eh, doubtful). But that leads me to ask, “Who’s going to do all the work when the economy is in full swing again?” Let’s survey the current demographics, starting from the top:

  • The bosses — Not to sound deriding, but they aren’t doing the type of work I’m talking about here. The never have and never will…mostly because they actually have better things to do. For real. They have to meet with other big wigs and figure out where to steer the company and where the market is going and hopefully how to react in time. The work I talk about is more a “down-in-the-trenches” kind of work and I never really expected them to do that kind of work, just thought it was necessary to actually start at the top.
  • The elders — The elders are those who aren’t necessarily in charge but those that have been around for a long time and really understand how a company or industry works. They won’t be doing the work when the economy recovers…because they’ll be retiring. Think about it. How many people were likely planning on retiring in 2008 onwards who suddenly saw their investments vaporize? No, they decided they better stick it out. And though they won’t see a huge return to the days where their portfolios were bulging, I would venture a guess that if the conditions are good enough and they feel that they can squeak by on portfolio growth after they retire, a lot will take the out. If you’re pushing into your 70s, I’m guessing you’re ready for a break. Even if they stay on part time, they won’t be doing the grunt work.
  • The smart ones — The smart ones are those that drive ideas and new products. Even though they may have been around and producing good work for a while, they aren’t allowed to go anywhere. They are the geese with the golden eggs. Where would they go anyway? The people in charge of promoting them would have to replace themselves. Not likely. So they will have to do some work still, but you can probably watch for this group eying the social security line on their weekly pay stub longingly and starting to stick a pinky toe out the door. If you’re looking for a technical mentor, get ’em before they’re gone.
  • The middle — The middle is all those people that were doing the grunt work 20 years ago and did a good job. They may have run out of salary headroom and jumped over to management or maybe they needed a new challenge (I can only imagine dealing with engineers or other similar underlings from a management perspective every day). Either way, there’s little likelihood they’re planning on stepping back into lesser roles. No, they have their eyes on the upper management jobs of the elders and the other aging boomers.
  • The lazy ones — They were the ones on the team that did work every once in a while but in general only contributed when the workload really picked up. They were the auxiliary fuel tank of your company as an airplane–useful when you need it but really just weighing things down when not in use. And although we know it’s not really true, we have an inkling some of them got the ax when it fell last year. Even if you were deluded enough to believe that all the dead weight in your company was gone, the ones in this category that aren’t gone are really good at two things: not doing work and looking like they are. Count them out.
  • The young upstarts — This group has a shot at doing some of the beefy work. In fact, this group has the highest likelihood of doing the majority of the work. I should mention I also feel as though I am a part of this group and therefore have a lot of interest in studying it. “What’s that?? Jim, Allison and Mark are all going back to school? Why? Trudy is going too? What the heck? Who’s going to do their work?!?”, you say (the answer: whoever is asking that question). This newfound love of the classroom is the other reason I am interested in my own demographic. We’re all jumping ship hoping to leapfrog into the next part of our career! There doesn’t seem to be any paying of dues, does there? Welp, that’s because there isn’t. But you can’t do anything about it because everyone in this demographic is back in classes learning about managerial accounting or tort law and not actually doing any work. Now the real question: when everyone pops out of school at the end of the recession, who will be better prepared? MBA Marty or Experienced Eddy? I’d be inclined to say the second, but again, I’m biased here. If you’re in this group and not going back to school, expect more work coming your way. Lawyer Larry is busy studying.
  • The new grads — Quick! We’re running out of people that have any interest in engineering and menial tasks! Get me some workers! “Waaaaaait a second,” says Bob the manager. “All we’ve got is the new grads. There’s no way I’m hiring them without any experience.” Well Bob, too bad, you’re running out of options. Just hire these new kids and try and push them to learn faster and work harder. And do this even though those new grads have higher expectations of what employers will give them and the hours they are asked to work. You’ll probably end up giving it to them too, because what other options do you have?
  • The overseas workers — Well, there’s your answer. It’s really been more of a circular process, figuring out who will be doing all the work. Think about what’s been said and how people have reacted. “Foreign labor is taking all of our jobs!”, the workers said at the beginning. Then they thought, “Oh! I better go back to school and learn how to manage people overseas and the remaining labor in the US!”. Then they get out of school three years later, lobby for a shiny new management position and ask “Ok, where are my underlings? Hunh? No underlings?!? Well crap, hire more foreign workers, we need to get this project out the door!”. Lather, rinse, repeat.

I want to be clear about a few things. First, I don’t disagree with going back to school. I plan on doing it myself some day, in some capacity. I just disagree with the timing. I liken going back now to pulling all your investments out of the market at the lowest point back in March (maybe to pay for school?). You remove yourself from the market at a time when the most growth can occur. You remove yourself from situations that include working long hours on hard work but it’s with a team that affords you more responsibilities. I feel that the next few years will provide some great opportunities for innovation and growth in certain positions and companies. Second, I realize that some people are going back to revamp skills, especially when they feel that they cannot find employment. This is understandable and expected based on enrollment numbers from past recessions. I would only remind these people to remember to keep up their real-world skills so they can be hired right out of school. Academia doesn’t have room to hold onto you and they have a similar hierarchy as above except for one catch: those tenured professors don’t plan on giving up their cushy position until they are forced to or decide to leave on their own. If you do choose the academic track, get a comfy couch to wait/sleep/eat/live on. Finally, I’d like to speak to my targeting of MBA and Law degrees. It’s not that I think they aren’t important, because I feel that a lot of really important concepts are taught in both management and law classes. I mostly take offense to the idea of you being my boss in 5 years because of a piece of paper. I respect the people around me who are working hard and have better vision than I do to tell me what to do. If you plan on “managing” me without first working by my side or in a similar position, expect to work extra hard to gain my respect.

I believe the solution here is what a lot of people are actually doing: sitting tight and getting some work done. You need to continue to show your company you are a valuable and contributing member while maintaining boundaries on how many peoples’ work you are willing to do. It sometimes seems bleak when you see others stagnating in their career progression right in front of or next to you. However, I believe hard work and tangible results will be the true indicator or advancement and success whenever the economy rebounds. If you think your hard work should go towards a more noble cause, strike out on your own. If companies end up short on talent when the economy comes back, a savvy consultant could be flexible and fluid enough to be exactly the solution customers and companies are looking for.

What about you? What category do you feel like you fall into? Take the poll below or leave a note in the comments!

[poll id=”3″]

Categories
Health Learning Life Music Work

Generation “Why Aren’t I Better?”

I am not a perfectionist. I think of myself as too practical to be a perfectionist.

However, I find myself setting very high expectations for myself and I don’t feel I am alone. Generation Y has always been encouraged by parents and others every step of the way. We have been told we can do anything and more drastically, we can do everything. We have been multitasking since kindergarten and over-scheduled ever since. We played the most little-league sports, we took the private music lessons, we had the private language tutors, we were boy scouts. We had the most extra-curriculars on our college applications, we had the best grades we could, we took all of the AP classes and we applied to more colleges than we’d ever need to. We took the most engineering credits, studied as many hours as we could stand, we drank during the remaining hours and we graduated with as many minors as they let us. We had the most interviews as our schedules would allow, we got the most job offers, we had the biggest signing bonuses and we got the fanciest job. We expect the biggest promotions at work, the biggest pay raises, the best benefit packages and the best of everything.

Now what?

OK, I’m not saying I did all those things above, but some of them rang true. I’d be willing to guess there are a few readers out there in the same boat. And now that I’ve exited the goal driven world of school and extracurriculars, I still have the drive and I have the spirit, but there isn’t as much need for it. Yes, I try as hard as I can at work and that continues to be a focus of my efforts. But in the rest of my life there’s really no pressure to do anything if I don’t place it on myself. Some would say that this is a great thing! “You can relax now!”, they say. But it is more of a mindset that we place upon ourselves naturally. A few examples:

  1. I have recently started playing music again since fixing my Wurlitzer 200. I immediately expected to excel at playing once again with much less practice than I had during other times I was playing.
  2. When starting this and other blogs I immediately expected people to flock to my site to read what I had to say. I did not understand at first that the content that I write must be good enough for people to want to read it and that others must link to it for it to really be found.
  3. When I began investing some of my income a few years back I instantly expected the stocks and funds I picked to begin beating the S&P500, even though I had no experience. I mean, hey, I read some books!
  4. Every single time I (re)start weight training I end up hurting myself because I try to do the same amount I remember doing the last time or expect to be able to do even more.
  5. I expect to have great relationships with people I am close to, even though I spend time doing more frivolous things like checking Facebook or Twitter instead of being in the moment with those next to me. I expect to be connected with everyone and know what’s going one with everyone all the time.

I point out my flaws because I think they are natural reactions to some of these situations, if not unrealistic. Perhaps the same is true for the general population or perhaps they are more specific to the high-expectation crowd of Generation Y. The truth is that in all things, there are averages. In music and in new media and in investing and everything else, there is always an average, always a mediocre player. However, Generation Y was consistently exposed to the top .1% by parents and the media. We have always been told not only can we do anything and everything but that we will also be THE best at it. Am I being clear how this doesn’t make sense that so many people believe they can be so good at everything? No? Let me be clearer, using one of my favorite uses of (overly) simple statistics:

Think of how bad the average driver is on any given day. Half are worse than that.

It’s such simple terms to think in, but really MOST people are going to be average, right? Do you really think that you are as bad a driver as most people out there? I know most people I talk to think they are top notch.

The point here is that these skills and talents do not come without practice. You can’t just step in and become an expert at anything and everything just by starting to do something. But people in Gen Y continue to expect to do so. We have been told and we continue to hear stories of Wunderkinds, but we never stop to question the work those people had to do to get where they are. Think about it: how often does the nightly news report on the 4 year old that can play Mozart? And how many times does the same news show highlight the parent forcing the child to hold a violin at 6 in the morning and practicing 8 hours a day? I don’t mean to demonize the media because I understand they are just trying to get the story; but it only adds to the mystique of the no-work success.

So what happens when you tell an entire generation that they will be THE best (at everything) and they figure out that it might not happen? I think we haven’t even begun to see the beginning of how these attitudes manifest themselves in the public and online. Let’s list off some of the more obvious ways:

  • Twitter — It can be used for good and for evil but I believe at least some of the popularity of the site stems from being able to show off how you are the “best” at whatever you’re doing. By showing your “uniqueness” on Twitter it allows people to believe they are different from the masses. Instead of taking time to concentrate on one subject and become better at it, our attention is again fragmented by constant updates and updates about minutiae.
  • Facebook and all the rest of social media — I think one of the ways that Gen Y shields themselves from the realities of the world is by surrounding themselves by friends or “friends” in the case of people you connect with online but don’t really know that well. I think of if I ever formed a new band. If I got all of my friends to come out to a show,  it’s likely they would say nice things after the show to me, even if I stunk up the house. I have nice friends. But really that’s shielding me from the reality that if I played the same music for a group of strangers, I’d get rotten tomatoes and zucchini thrown at me (do people ever really do that?).  As a generation we surround ourselves with friends, quasi friends and complete strangers online in order to share our successes and get positive feedback. But doing that with everything in our lives can mask areas where we really need improvement.
  • Social Isolationism — One major downside is that in expecting the best from ourselves we automatically become critical of others. This hinders our ability to go out and meet new people. The best way to connect with a person is to enter the new relationship with a sense of wonder…what does this person know, what can they teach me, etc. If we aren’t entering new social situations this way and instead we automatically instead begin looking for faults, then new relationships are doomed to fail. And then people go back to the social media tools listed above and end up isolating themselves more.
  • Higher Quit Rates — Penelope Trunk often cites the fact that Gen Y changes jobs on average every 18 months; she also loves what this adds to the workplace dynamic. And while I don’t disagree that changing jobs more often can advance your career in certain ways (compensation, respect at a new job), I think that it is a trend that is likely to go down after a time (meaning people quitting after even less than 18 months). Even at a year and a half in a technical position, I am not sure that enough depth of knowledge is gained to really move on to another job. So people in Gen Y will start to move on to the next job quicker and quicker, expecting to excel at each without ever learning the system and without ever putting the time in to gain useful knowledge for themselves or their next position.
  • Forgotten Blogs — You can find a lot of interesting things on the final pages of a Google search; most notable is the web garbage from those that had the same high expectations for a blog as I mentioned above. Pages upon pages of half-finished thoughts will sit there untouched until accounts go obsolete or the person gives it another shot. It’s natural for people to quit doing things; in fact doing it at the right time is a skill. But quitting simply because you are not instantly the best at something is not right, doubly so when you forget to remove your online record of it.

It will be interesting to see how these things will change over time. More than likely, new online services and activities will pop up that exacerbate the problems in Gen Y. Eventually I’m sure people will begin to see the virtue of putting the time in learning depth of a subject and not just breadth. Then expectations about being considered an “expert” will be more realistic.

It’s not hard to see this is a self-deprecating post. I do it as a slap to my own face and because I have found myself getting increasingly stressed over things in my life that aren’t all that important; the stress is derived from unrealistic expectations and not properly prioritizing the things I do on a daily basis. And I’m not saying that you shouldn’t strive to be the best in everything that you do, because in reality someone always does have to be in that top .1%. I just think more people should think about expectations they set for themselves and the time they allocate to activities in which they expect to be experts. Slowing myself down and re-evaluating how I set goals and expectations for myself is a healthy process and one I need to do to keep self-induced stress low.

What about you? Do you put a lot of pressure on yourself? Do you fall into the category of “Generation Y” or are you from a different generation? If so, how do you set expectations for yourself?

Categories
Politics Work

To break or not to break

Even though I got the capacitors and transistors in for my Wurlitzer 200A, I decided to write about something else before I started documenting the hopefully successful re-build of my vintage piano.

Generation Y has a strong reputation of feeling entitled and wanting to do things their own way. The question I have today is:

To break or not to break?

Should the spirits and ideas of young upstart Millennials be squashed in order to show them the ways of a company? When we bring in new employees into an organization, what is their greatest strength? Is it their new ideas? Or is it their ability to perform the normal tasks, but maybe better than their predecessor? Is it their ability to stand out or to fit in? Is it to buck the bureaucracy or to massage it? Let’s look at some situations.

Any time an employee comes into a new situation, you might expect them to have some modesty or humility. Apparently with Generation Y this is not happening, they instead expect to be placed into positions of authority, without knowing much at all. I know, I was a perfect angel :-).

What are some of the things that new people might shake up when they move into a new job?

  1. Offerings from employers – We see this happening in preparation for the new employees of the younger generations. Look at Google, Facebook and any other young software company. The culture is  a more all-encompassing experience and more is being offered to younger workers. What they don’t tell you though, is that even though there may be all those great perks like free meals and dry cleaning, they expect you to be working…a lot. A friend of a friend who now works at Google claims he has been there for months and still hasn’t plugged in his refrigerator at home.
  2. Methodology/Paradigm – This is the change that requires the most caution. Sure, sometimes the methods have been developed because one person or another wants to keep their job or because “that’s how it’s always been done” (no one remembers why). But sometimes, things are done a certain way because they are keeping it simple and it just happens to be the best way to do something. It is also possible, it is the lesser evil among many other options. It is in these situations, where it seems glaring that changes are required, that newer employees might be tempted to shake things up, but in fact would be disturbing things. (Completely Random Side Note: who doesn’t love the word paradigm? If you say it like it’s spelled, you sound like you’re calling out the mascot for Kellogg’s Sugar Smacks Cereal!)
  3. Workplace Culture – More and more young people entering the workplace have seen Office Space and read Dilbert before they’ve experienced it. As such, they have certain biases and are immediately looking to make workplaces more laid back areas where they feel comfortable doing work. There could be an entire discussion regarding the idiosyncrasies of Gen Y, but I’ll leave that to others.

These are not necessarily bad things for any of the generations involved. But a lot of people already in these jobs will be inclined to “break in” or “season” some of the new recruits, especially when it comes to point 2 above. Of course hazing comes to mind, but really I think a better way to say it is “institutionalize” or “teaching”. There are often certain ways to do things that are better than others. One example might be teaching a newer employee how to best measure the current of an op-amp. The new employee might have TONS of ideas of how to do this (probe the voltage across an output resistor or capacitor, crack open the case and probe the tiny silicon chip, simulate the entire thing in SPICE and try to correlate it to a real world model, etc). However, the learning could have been guided by a senior adviser who might know the fastest way to do that task.

In my first job, we were consistently told that we were brought in to shake up the organization. They wanted to hear our ideas and for us to give our input. The problem was that we had never done anything like what we were tasked to do, so much of our input was either ridiculous or ignored (I will point to my own examples first, I was crazy!). I believe the reason they brought us into the company in the first place as inexperienced new workers was to quickly acclimate us to the new environment and type of work. Sure, there won’t be too many great new ideas from the new employees, but they had shown us how things should be done from the beginning. The asking for ideas of the new employees was instead a really great way to appease our needs to contribute, even if it was never implemented.

Is it bad that younger people want to try something new at a job? Should their ideas be squashed if it is “known” that there is a better way? (quotations imply there might be a better way that had never been found)

I’d say it’s fine to try stuff out and even to try and change things at a new work place. The important thing is to remind the younger and new employees to consider all of the costs involved with changing something. It can be expensive and time consuming to do something a new way and in the end might make it a worse solution. If anything, Generation Y needs to know that their ideas are alright to have and even to act on, but that sometimes the best thing to do for a company and for ones own time is to use solutions that are readily available.

What do you think?