Though the economy is still far behind its former glory days, female Gen Y job seekers are selective regarding their employment search. Many candidates are considering the availability of advancement opportunities as one of the most important factors when deciding to accept a position. Is this the beginning of a transformation of the U.S. work ethic or simply a case of bratty young professionals?
Growing up as part of Gen Y, before the term Gen Y existed, it seemed like our Baby Boomer parents were always working. Yes, our parents worked hard enough to buy the items that would afford a comfortable life with their children. Often they hoped to move up the ladder—and be promoted to a manager or supervisor position, a few rungs above their entry-level job—though climbing all the way up to the C-level wasn’t always the goal. These boomers also wanted to provide something better for their children—the ability to choose a career and succeed. Gen Y women have developed an independence, as part of their work ethic, different from previous generations of women. Gen Y women are now all grown up and ready to work toward the coveted positions within a company—on their own terms.
Manifesting Her Destiny
The Business and Professional Women’s Foundation (BPW) released a report during the second quarter of 2011, titled Gen Y Women in the Workplace. Statistics provided by BPW show the enormous influence that Gen Y women will have on the future of the workplace dynamic within the United States.
According to BPW, “by 2025, Generation Y (born 1978-1994) will comprise nearly 75 percent of the world’s workforce. Assuming that current trends continue, by 2025 women will make up at least 50 percent of the U.S. workforce.” These numbers are impressive and, while the late 20th century was a battleground on which women fought for their rights in the workplace, the first quarter of the 21st century looks promising for women who want to call their own shots when it comes to their career path. Also according to the BPW report, one of the most important employer characteristics that Gen Y women consider during their job search is the “…availability of and focus on career advancement opportunities.”
Though career advancement is a common expectation among Gen Y, more than during previous generations, it should not simply be handed over. Gen Y workers must be expected to pay their dues; but few will tolerate bringing the boss’ coffee and scheduling U.P.S shipments as their largest challenges.
BPW found that Gen Y women expect to work with “a manager I can respect and learn from [and] people I enjoy.” Shauna Swerland, a recruiter who works with Glocap Search LLC, has also noticed this type of outlook among her pool of Gen Y candidates. “They want to work around smart people that they respect. It’s more important that they work with people who inspire [them] and are open to ideas; [do] not put a candidate into a box, even if they are in an admin role.” Gen Y women want to work with an employer that allows them to showcase their talent and grow within their field.
Learn to Crawl, Before You Learn to Walk
It’s easy to misinterpret that gusto; Gen Y women don’t expect to become CEO of another person’s firm within five years—but they do expect to be noticed by managers, commended and, eventually, promoted for contributing to a company’s success. Swerland says, “Candidates are showing confidence that has not been felt in awhile. I think they are looking for an organization [that will allow them] to think creatively, have a seat at the table and be heard. They want to work hard but do it on their own time.”
Though a confident employee is an asset to any company, a pompous candidate is not. So Gen Yers have to be careful—prospective employers could misinterpret a candidate’s tenacity and desire to advance quickly as insolence. “This is not necessarily negative or positive, [though] there is a need [among Gen Y candidates] for fast responses and results. It could be interpreted as entitlement,” says Swerland. “The idea of paying their dues could be different. They like immediate gratification more than other generations.”
While working up through the ranks, Gen Y women want to know how they are performing. Young employees value feedback, as this serves as an indicator of how much progress has been made or in which areas they can improve. “Studies emphasize the importance of creating a work environment where young professionals feel that their input is valued and appreciated,” According to BPW. “Gen Y are said to be used to reinforcement at a rate that is 50-100 times greater than Boomers.”
In other words, Gen Y workers crave immediate results, though entertaining this need for quick, constant feedback is also beneficial for employers. This concept of offering reinforcement, when deserved, will allow Gen Y workers to quickly learn the ropes of their company—and they will want to contribute to the success of their firm. By receiving recognition for a job well done Gen Y workers develop a deep desire to help build a solid company and meet goals. Employers must recognize the potential of Gen Y women and cultivate their talent or they risk losing this valuable resource to competitors.
BPW also reported that Gen Y women were “portrayed as wanting to be ringmasters instead of jugglers.” It could be the Gen Y in me talking, but shouldn’t people strive to make their lives the greatest show on earth?
Article written by Dorothy Crouch for Moxy Magazine, December 2011. Photo credit: flickr.com user bulliver.
