subject: Who Else Is Crippled by Gen Y Underperformance? [print this page] Who Else Is Crippled by Gen Y Underperformance?
A few weeks ago I read about the high level of unemployment and underemployment of Generation Y, most of whom were born in the 1980s and early 90s. Employers are strategically deciding to not hire Gen Y and are even laying them off first.
That struck me as a little extreme. I took a bit of pause, then went about my day. I didn't think it was a big deal.
Until yesterday. I met with a group of regional managers of one of the most respected banks in the country and was shocked at what I heard. The biggest problem they face, they said, is not competition. It's not regulation, nor even FDIC assessments. It is Generation Y.
"It's never been harder to manage people," said one of the managers. "They don't want to come to work on time. They don't want to work while they're at work. They all seem to have ADD. They're doing personal things at work, like checking Facebook and personal email, and they're rushing out the door at 5:00. And then, to top it off, they expect exorbitant raises for their non-performance, get angry if they don't get paid what someone who provides three times more value is getting paid, and they have no loyalty to stay. They think nothing of quitting. I guess they think they can always move back in with Mom and Dad. I've been managing for 25 years and I've never seen anything like it!"
Heads were nodding all over the room. "They're always dissatisfied," added another. "If one makes a meeting on time, he expects a standing ovation. They have an incessant need for acknowledgment that can't be satiated. They're not self motivated to just do the right thing."
That stirred another to say, "They can't work through issues. They lack the emotional intelligence to work through things, so there's a lot of disruption. Once one goes into a pouting mode, it's almost impossible to get them out. They usually just quit, or we have to get rid of them."
"I agree with all that," said another, "but what makes me crazy is that they all want to be promoted to management, but they can't even manage themselves!" His voice began rising. "They think nothing of missing deadlines and objectives. And then they're shocked when they're not offered management positions. Really shocked! I JUST DON'T GET IT! They completely overestimate their value."
The conversation continued with complaints about those in Gen Y not knowing how to dress professionally, how to write, how to follow protocols, not anticipating needs, not wanting to be of servicethe list went on and on. I have never seen people so exasperated about an issue.
And there you have it. Some pretty strong reasons why employers are shedding the Gen Y employees they have by laying them off first and not offering positions to others.
But wait. There ARE some good Gen Yers out there. They exist. And I suspect that even the others, when they are under-employed or unemployed long enough, will start to get the point that it's time to put on their big boy and big girl pants now and get about transforming their expectations, behaviors and results.
And while that's happening, managers and leaders will have the opportunity for growthto learn how to draw lines in the sand about nonnegotiable behaviors, to inspire people to become better people, and to help a generation come to the realization that the best way to get what they want is to help others get what they want. By teaching this generation to be givers and to focus on the needs of others, one by one, those who have missed the distinctions of good character will have a second chance. For their own sake, let's hope they rise to that occasion.
As for the Gen Yers who "get it"the world will be their oyster.
