Gen Y Challenge

Challenging Corporate Life; A Generation Y’s Guide

“Why don’t our bosses understand us?”, its a question I was recently confronted with by a friend. There she was, just given a promotion in her competitive industry and she still didn’t feel like she commanded respect or was understood by her boss.

The winds of change are in our workplaces, and it seems as if Gen Y is facing an uphill battle. We can’t really forget that the times have changed: a greater sense of accountability and interconnectedness has overwhelmed workplaces.

Generation Y have this pursuit of knowledge and understanding that hasn’t been shown before. We know its transforming our workplaces and even technology: cloud technology, apps and even the way we communicate via emails and Skype has changed so much. Interconnectedness has become a throwaway term, but it very much sums up the 21s Century workplace mentality.

What this all means is that we can track our work better, and that of our colleagues. One of the gripes we hear from Baby Boomer managers is that Gen Y is slack and not hard-working enough. I often laugh in response to this statements, it’s obvious that Gen Y are the most efficient workers going around thriving off multiple projects and the demands of corporate life.

And that’s the issue, our bosses aren’t challenging us. In fact, they don’t have the faith in us that we can deliver – because they couldn’t at our age, while our skill-set is highly developed they still look at themselves as mentors to us while we’re preoccupied wanting to take on the challenge no one else can handle.

Holding Gen Y back isn’t a good idea. While I recognise the trust that does need to come in workplaces, experience only accounts for so much – it is the passion and dedication that Gen Y can bring that will allow us to flourish.

Some call this arrogance, I call it commitment – and it is a million times more valuable than experience. Experience shows that we can do something, commitment shows that we want to do something and that we’re willing to learn and go the extra mile.

The discussion our bosses have here is about risk, or trust. It is understandable that businesses need to mitigate risk and deliver quality results, there is a dual onus here that business have a commitment to developing staff.

Generation Y need to stand up and go to their boss and tell them that they want the challenge, their boss needs to invest in trust and define the parameters – that’s when the results will flow. Because if we’re not taking charge of our success, someone else will.


About the author

Lisa Mangelsdorf

I confess that I work to live rather than live to work. But when I can combine my passions into my work, I work best. This blog brings together discussions about one of my passions which is connecting people. I endeavour to fight the norm by chasing flexible working options and change seekers, hence my involvement with this blog. I'm fortunate to be connected with a global team at GAIA Insights. Retaining Gen Y within the workforce is an issue for most businesses across the globe. For help contact us because we know EXACTLY what they want from the workplace and we can help your business retain that key talent.

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