In the past, the topic of generations in the workplace didn’t really appeal to me as something to explore more deeply (although I did delve into it back in February). But then, Jodee Bock wrote a recent post called Identity Crisis where, in a recent training she held for supervisors, she encountered a recurring theme of generational work ethic. She notes:
But what I’m hearing from these supervisors now is that the younger workers – those in their early to mid-20′s – don’t possess that same ethic. The man who went out East to work when he was younger said he even sees it in his own son. He, and others during this conversation last week, said that the younger workers seem to feel entitled and privileged and some of them seem to think the work is beneath them, even if it is their first job (apparently "older" workers know something about having to rise through the ranks in a certain order).
As I started to write my comment, I realized that this goes to the heart of shifting expectations of what it means to work. As a labeled GenXer (I can’t help it…blame my parents), I certainly have a different expectation of what it means to work for an organization than my own father has…and even more different than my grandfathers. It is the very nature of life to find change, yet whether we accept it is another story.
Here’s different perspective on the GenXer work ethic. I believe what Boomers see as entitlement and privilege just might be the next generation’s unwillingness to sell their lives to their organizations in exchange for a now-mythical gold watch. Remember, this is the generation which has seen the myriad messes created by organizations through downsizing, pension-raiding, and other criminal acts of disregard for their employees. This is also the generation which was impacted by parents, but mostly fathers, who typically chose work over family.
I’ll pose what is likely to be an unpopular question: is all this grousing by Boomers driven by an envy that today’s early professionals have more opportunities to find different and more fulfilling work than they had?
Not to put it all on the Boomer generation’s shoulders, let’s take a step back and do a quick scan of American culture. We still lionize the workaholics out there. Of course, to call them workaholics is taboo, but read the periodicals like Fortune, Wall Street Journal, and even Fast Company. I doubt you’ll find many articles about folks who manage a 40 hour work day so they can do other meaningful activities watch their kids play baseball, work a community food drive, or just enjoy some quiet time with the spouse.
It’s easy to play the "work ethic" card. It’s just like saying that you’re not a team player. Yet, rather than simply making the assumption that a person doesn’t put in the kind of effort you did when you were their age, doesn’t make them a poor worker. It might mean they’ve got other plans for their life beyond completing that day’s TPS report.
UPDATE (12/7/05): The Future of Work blog points to More Evidence of Changing Workforce Values.
Erin, welcome and thanks for adding your perspective. I think what you mention is very real. The new working generations have been taught the importance of adding value to our labor. It's not enough to do the work, but there needs to be some purpose behind it. Otherwise, what's the point? Working to just pay dues isn't sufficient anymore. As Troy wrote earlier, "Paying dues is about learning the business, the industry, the customers, the cost structure, the margins, the operations." Then add a relatively recent emphasis on creating worthwhile work that more fully integrates who we are with what we do for a living.
And all of this isn't to further exascerbate a generational rift in expectations toward "work ethic," but just to point out that as times change, so does how we bring ourselves to our work. As you say, Erin, its a matter of how can we find ways to communicate in a common language?
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