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Gen X and Gen Y

Research Findings

May 2015


2

Contents

Key Objectives 03

Definitions of Generation X & Y 04

Generation X 05

Generation Y 10

Contrast between Gen X and Gen Y 16


key objectives

• Get a good understanding of Generation X and Y in order to manage

across generations and understand how to communicate considering characteristics of the two

generations – which will help manage the generation gap, reduce internal conflict and enhance employee motivation and productivity.


Definitions

GEN X►Born after the Western Post–World War II baby boom.

GEN Y ►Also known as the Millennials


Definitions

GEN X►Birth dates ranging from the early 1960s to the early 1980s.

GEN Y ►Birth years ranging from the early 1980s to the early 2000s.


Generation X – Gen Xer’s


Compared with previous generations, Generation X represents a more apparently heterogeneous generation, openly acknowledging and embracing social diversity in terms of such characteristics as race, class, religion, ethnicity, culture, language, gender identity, and sexual orientation

generation X insightsgeneration

X


• Gen-Xers are cynical. They distrust authority and large institutions including corporations, religious institutions and the government.

• They are adrift and apathetic. They were disenfranchised by reduced familial support and later technology – think video games.

• Entrepreneurial – They struggled to find jobs and this made them look for their own income generating projects.

• Well educated but did not take the arts and sciences as seriously as following generations.

• Technologically astute : They grew up without technology but have adapted it and even invented it well.

• They are flexible and open to change.

• Even when they do care about what others think, they prefer to appear thrifty, rather than flashy.


X


• Unprotected childhood where this generation was allowed to roam and play around. This has made them very individualistic

• They grew up in an ethnically diverse environment making them open to accepting new cultures.

• Xers view the boss as an expert—someone whose hard-earned experience and skill demand consideration and deference. Access to authority is limited and must be earned.

• Gen X tends to be structured and punctual and linear.

• Xers also prefer to do things for themselves. They don’t trust others to get the job done right and consider paying others for services they could perform themselves inefficient


X


Generation X lives to work. They are very independent. They want to get the corner office and the trappings of success.


Generation Y – Millennials


Millennials (Generation Y) have the reputation of being the toughest generation to manage. They grew up in a culturally diverse school and play environment, are tech-savvy, enthusiastic, self-centered, confident, well networked and achievement-oriented.

Millennials are one of the best educated generations in history.

generation Y insightsgeneration

Y


• They process information better when it has a lot of visuals

• Gen Ys want to be appreciated and understood

• Innovation attracts the attention of this generation

• Gen Y want faster processes

• Gen Y craves drama and emotional connection.

• Tech and Web savvy

• The generation are also attracted to organisations where technology is/are the forefront of the company’s ethos.

• Prefer flexible working schedules and a more rounded work/life balance.


Y


• Confident and ambitious. Expectations typically need to be managed as Generation Y’s are confident to take on important roles within organisations as soon as they begin.

• Generation Y wants to be involved and included. They expect openness and transparency from management and colleagues and seek for this team playing mentality within an organisation.

• Communication is important for Generation Y however it has to be on the right terms. Sending a Generation Y an email, a tweet or a Facebook message will receive an instant reply whereas a phone call may take a little longer for a return

• Constant feedback, gratitude, relaying to someone they are doing a good job are common characteristics of Generation Y


Y


• As a general trend of thought, most Generation Y adults are more interested in job fulfilment and satisfaction than they are large salaries.

• On average, Generation Y adults are more liberally-minded than people from older generations.

• Approximately 65% of Generation Y says that they support same-sex marriage.

• Generation Y is considered overall the most ambitious of all the generations.

• The medium of communication that Generation Y adults favour is the e-mail, whereas most of their parents in Generation X would opt for the telephone.

• Teamwork is high on the agenda and regular team meetings and collaboration with colleagues is preferred.


Y


They will be quick to go online and search the www as well as ask their own network of friends / associates for information and stimulation. They are learning-oriented and if they’re doing something wrong they want to know about it now so they can move on. Source - Multigenerational Characteristics – Bruce Mayhew Consulting


Key contrasts between X and Y


1. A Different Concept of Authority:

Xers view the boss as an expert—someone whose hard-earned experience and skill demand consideration and deference. Access to authority is limited and must be earned.

By contrast, “Millennials think they can go in on the first day and talk to the CEO about what’s on their mind. The millennial has been raised in an environment in which she’s encouraged to engage and question authority; why would she accept a lesser bargain in the workplace? Managers thus need to understand the benefit of shifting from “a command and control style to a more inclusive management philosophy.

key objectives

Contrast between Gen X and Y


2. A Different Set of Motivations:

Xers was a “very individualistic generation.“Generation X lives to work,” while “Generation Y works to live.”

Generation Y has multiple passions and is more global than any of its predecessors, as 70% of them say they would like to work abroad sometime over the course of their lives.

Millennials are focused on making meaning, not just making money.” This may well strike Xer managers and HR personnel as too precious and lofty an attitude for the real world, but that’s the reality that organizations have to come to grips with.

key objectives



3. A Desire for a Different Sort of Work Environment:

Gen X tends to be structured and punctual and linear. Millennials can be unstructured and nonlinear, which can be maddening to the Xers.

Also, millennials are motivated by autonomy. They’re not clock-watching pencil-pushers, and they’re not lazy; they fully expect to be available to work 24/7 but they also expect the ability to leave the desk behind and take a walk. You can’t motivate millennials to join your company just by posting a generic job listing that may suit their skills. They want to sense what the larger company is about in terms of its mission and its values and they want to see it modeled by its leaders.

key objectives


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