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Return to Article: Generational stereotyping seen as barrier to recruiting

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  Each generation as it emerged has been labeled with some glint of impending doom. I am getting old and still waiting for the doom generation. People should realize that constant refresh averts doom. Our country needs fresh young minds.

  As far as Gen-Y goes. Celebrate the freshness. Isn't this the biggest difference between young and old? To be honest it seems to me that the younger members of the workforce are the least like each other than any other group. They are more interesting than my peer group; they make me smile more often than my peer group; they approach the day more optimistic than my peer group; and they remind me of my peer group when it was their age. I am confident and ready to turn it over to them.

  Anna Posted November 23, 2007 6:26 AM
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  While stereotyping individuals is a net loss for any manager or individual, generational classification is a tool and like a gun, knife, or baseball bat is only as productive or destructive as it is used. As a tool, it can shed light on glaring differences in developmental influences or expose thought processes that can blind a manager to a worker's motivations and capabilities.

  Reading this article reminded me of two things. One is many of the recent debates between the advocates for and against the NSPS. This discussion seems to have gravitate along lines based on these so-called generations; but, to my way of thinking, seem more based on time of life and mental state issues. The following ARE generalizations but, perhaps, a bit of truisms. Optimistic youth seems more convinced of their innate ability to stand out in the crowd, thus earning the rewards promised by performance pay. More cautious oldsters seem to look at the potential for abuse and recognize that most of us comprise those masses less likely to distinguish themselves from the crowd. Still, anyone who is polarized to either extreme must be considered at least a tad blind for their lack of consideration for the opposition's points.

  On the 2nd point: Demographic analysis can be used to impart glimpses of reasoning and psychological motivations based on environment, sociology, and history. Maslow's hierarchy of needs, while having no proven connection to age, has a demonstrable link between motivation and state of mind and body; which are often reflections of age and income. The Foundation series by Isaac Asimov was the first time I was exposed to the possibility of using demographics as science and, perhaps, the best scenario depicting the pitfalls of attempting direct application of such theories on a populace.

  While the point of this article, the negative aspects of generalization when applied to individuals, has many merits; please do not totally dismiss the benefits of demographic analysis when used as a tool to shine light where our minds fail to take us. And always remember, when someone has an agenda, they can prove anything with statistics.

  Tip off Posted November 21, 2007 10:02 AM
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  I am happy to see GOVEXEC print more articles like this to clarify these issues in the Federal Workplace. I am in my early forties and mentor some of these 20's folks. Along the lines of what one contributor said, younger employees want interesting work for good money in a positive environment with transparent management. That means they are not going to be happy in a lot of offices today unless managers accentate the positives of working for the government, especially the fact that they have good security and may actually be around long enough to make a difference if they want to.

  Tommy Dee Posted November 21, 2007 5:46 AM
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  We are one generation, a generation of sinners. When will we quit being selfish and start being other minded? My enjoyment comes from helping others. It is a real treat to see someone smile and you had a part in it.

  Chris Posted November 20, 2007 11:20 AM
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  I find this interesting. I know many people in my age range (40-50) who talk about how their younger (20-ish) employees act like they have to be catered to. One said that she feels like she has to greet them at the door when they come in, because they expect to have everything handed to them in the workplace. Perhaps it's just the ones who believe in public service, but I doubt it. I think time will tell how these younger employees deal with the established bureaucracies---if they'll bail or if they'll stick around to help change them.

  Katrina Posted November 20, 2007 8:09 AM
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  Dominic, your daughter has had 3 jobs in 3 years because she had bad bosses. I think you spent too much time in the ivory tower and not preparing your children for the real world. She has a problem ask her to look in the mirror

  dan ketter Posted November 19, 2007 3:37 PM
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  I didn't even know I was suppose to treat "them" different until I got the "Managing the Generation Mix" training.

  Mike Posted November 19, 2007 3:04 PM
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  Loved the article. I'm really surprised at some of the "thoughts/stereotypes" raised about this next generation. As I see it, those young folks coming in are most of OUR children ... some of those in their 70's plus ... their grand children. Surprises there? Maybe they should have spent more family time! Being a consultant and a professor in a major university, I get to see all types ... but I've only seen ONE with no ambition other than to make a difference! The one was just there to spend time until Dad took him home to help run the business ... hmmm! My daughter is working on her THIRD job in 3 years as she had bad managers that were self-centered and couldn't challenge her work ethic. I've had CLASSES of students with stereotypes of government workers as non-challenged/"sleeping" on the job. So mayhaps we need to work harder at changing OUR OWN stereotype?!!

  Dominick Posted November 19, 2007 12:28 PM
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  As stated before, to stereotype or to generalize any individual is just wrong. In many cases in the federal government, you've got situations where the younger workers are more proactive and knowledgable than the workers that have been on the job for umpteen years which have become complacent and lax in their position responsibilities. So for the biased managers/supervisors that are looking to hire, please don't discriminate against the younger generation, we are bright, multifaceted, versatile, loyal and hardworking, in addition to many other qualities. Just keep this in mind, by hiring a younger person, "The job you save may be your own..."

  LRF, 25 Posted November 19, 2007 10:11 AM
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  I'm firmly on the side of "Get Over It!" There is a pervading atmosphere in today's society that makes some people think that every generalization results in a stereotype, and therefore bad. There are furthermore people who think every stereotype results in discrimination, and therefore bad. If you take both of these ideas as valid premises, then a reasonable outcome is that every generalization is discriminatory, and therefore very, very bad. This is clearly not the case, so please, please, please Get Over It! To be an American is to be part of a generalization. Attributes ascribed to that generalization include hard working, honest, caring, and freedom-loving to name a few. Civil servants, athletes, doctors, teachers, and nearly every other profession in society are assigned attributes by said society based on generalizations. Additionally, each individual person instinctively creates basic, simple generalizations and assigns attributes, such as "family or not family" for example. These are natural and necessary parts of life and socialization. Despite denials to the contrary, there ARE differences in generations, so if you are a manager, focus on identifying the positive attributes of each generation and recruit accordingly to achieve your organization's goals.

  Alan Olsen Posted November 19, 2007 9:35 AM
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  Well i reject the notion of the terminology that we are Gen Y. Theres a difference between Boomers and Gen X, why do you want to force me to be a carbon copy like Gen Y? No way! We are The Digital Generation! Anyways being 23 and a new fed, i will say that if you approach me with a sterotype already in your mind set i will knock your socks. I use this to my advantage all the time, and it is more an enabler than a hinderance. This a noble goal for people to pursue. It will always be a struggle, but i refuse to WHINE about it. The challenge is almost inspiring!

  Valek Posted November 19, 2007 9:15 AM
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  This article is really informative. Stereotyping is offensive, whomever it is directed toward. And, we find in our work ( we consult with federal and private sector organizations around organizational development issues), that the influx of the millenials or Gen Y is providing a useful catalyst which is demanding organizations look at their management practices. Gen Y may not want anything different from employees than boomer and Xer workers, however because they have had a "voice" in family decision making and more power in their less heirarchical school systems than the generations before them, they expect to be managed the way we claim we do manage and supervise! Yes, we may have to start doing what we say we do.

  Organizations that have paid "lip service" to solid and robust performance management practices (and many have and do) will find the need to pay attention to this issue now if they want to recruit and retain these younger workers. The influx of Gen Y, in our opinion, should be embraced as the impetus some organizations need to really look at their neglected supervisory and performance management training practices.

  Karen Bedell Posted November 18, 2007 9:56 AM
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  I don't know about that. I'm sick of the Boomer label and everything that comes with it.

  Sandy Posted November 16, 2007 4:18 PM
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  A breakthrough that people do not liked to be labeled is nothing to publish an article about. Not a shocking discovery. I have spent several months researching generational diversity and I am 100% positive it is real and that Human Capital programs should be shaped around these differences to help create a diverse collborative work environment. This in no way means labeling each individual to a specific generation. It does mean understanding each generation's needs and goals and creating programs that help them achieve them. If the government wants live by the data of this article, they will continue to have a thin depleting bench.

  Micah Posted November 16, 2007 2:21 PM
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  So the "Gen Y" kids don't want to be lumped together as a faceless group. As a "Boomer" all I can say is "Get over it".

  Since more than one child was born to either the Boomers and/or the Gen Xers, that puts them into a statistical group which will be tracked for the rest of their lives. Besides, ever since the Boomers appeared, no one, regardless of which one they're in, can sneeze without using the statistical group to prove a point, scare people, or try to get whatever it is that "they" want out of that group.

  One final thought - No generation likes their title, or wants to be thought of as a faceless group, but "The Greatest Generation" seems to be most at peace with their label and the Boomers seem to be most proud of theirs.

  Michelle Posted November 16, 2007 11:36 AM
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  As a Federal Recruiter, my heart jumps for joy to see this article. I see first hand that the younger generation is no different that those over 30 years old. Everyone is interested in benefits, stability, and workplace flexibilities. For some reason, managers are having a difficult time understanding that concept. When I recruit at universities, I have students over 30 seeking Federal employment and willing to be considered for entry-level positions that lead to a career. As for the players on the bench, I couldn't have said it any better. As a mom with kids that are starter on their teams, I know it is very important to have bench players well trained and ready to step up to the plate. Several government offices focus more time on new recruits and not enough attention to those that are in their playing gear and capable of running; we must give equal time to both. Please continue to get this type of message out to Department heads to help make a better Federal Government.

  Shirley Posted November 16, 2007 10:57 AM
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  Right On!! The stereotyping by lumping behavioral traits by age group is idiocy. The very traits attributed to the youngest Fed/DoD employees are those possessed by the oldest and everyone in between as well. Pigeonholing workers' attributes, beliefs, and attitudes by age group ... hmmm, this smacks of another not so wise practice ... racism.

  Art Posted November 16, 2007 9:11 AM
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  You've just stereoyped when you state that "Younger workers 'want to be challenged, and they like to be treated with respect,'" and "They don't like to be lumped into this category, Generation Y, because it's made up with individuals.... If I address them as a generation, they turn me off." It would be quite amazing if all of these individuals have these same traits and desires as inferred. You've just stereotyped a generation into having all of these.

  Tim Posted November 16, 2007 8:50 AM