The generation gap of today is not as dramatic as it was, say, in the 1960s. But it does still exist. And it's important for today's safety supervisors and managers to recognize that Gen Y workers are entering the workplace with different experiences and expectations than previous generations of workers did. They also generally lack a few basic but essential workplace skills. Instead of thinking of it as a generation gap, perhaps we should consider it a knowledge gap.

Why Supervisors Should Adapt to Generation Y

It might also help to think of this group of workers as "Generation Why?" While past generations were raised to do as they were told, Gen Y'ers were raised with explanations. They want to know why things must be done a certain way.

You may have a "why" question yourself: Why should supervisors adapt their methods to accommodate Gen Y workers? If you want a business case for it, consider the costs of employee turnover. First, there are the staff hours invested in:

Once you find a suitable candidate, there's:

Once workers are properly trained, it just makes sense to try to hang on to the good ones.

Generation Y & the Safety Challenge

Another reason why the supervisor should adapt his or her methods to accommodate Gen Y workers is for their safety!

Gen Y'ers had very busy childhoods. When you consider that many were raised juggling volunteer activities, sporting events, school and other activities, it's easy to see why they might become easily bored, especially if they don't find their work to be challenging. In some jobs, this trait may put them at risk for injury as a result of not focusing on the task at hand. Bearing in mind as well Gen Y's preference for flexibility and for explanations, PPE requirements or other safety practices might come across to them as corporate micro-managing or simply as optional rather than mandatory practice.

What Does Generation Y Want?

The first step in dealing with Gen Y'ers is recognizing that they come to the workplace with different expectations. The next step is to gain an understanding of what those expectations are. What do the workers of Gen Y want from their workplace?

Answer: They want:

Conclusion

We'll wrap up the series next week by explaining how to accommodate the expectations of Gen Y and assure a safe workplace.

MEMBER REPLY

Part of the Gen Y portrayal

Stereotypes Are Not Appreciated

[Editor's note: This letter is in response to the July 17 article.]

I'd like to respond to the article you wrote about 'Managing Gen-Y'. I read it this morning in Safety X Change. I've worked in Human Resources for the past four years dealing with people of all generations, and I belong in Gen-Y, so I felt compelled to respond to your comments.

You are right that we are loyal to people, not companies, as I would work 150% for a fair and respectful boss, and leave if I had a bad boss. You are also right that I believe living life is more important than work. You say that Gen-Y people are: difficult for supervisors, the latest fashions we dress in are seen as inappropriate, we are used to being praised for accomplishing nothing and don't pay our dues, are bored with working and thus seem irritated, don't care about workplace etiquette, are not mindful of self-censorship, have a "self esteem on steroids", quit without notice, etc...

I am currently in my early 20s, and have just received a promotion, after only two years, to a safety manger position at a large manufacturing company. I received this responsibility because my two bosses (one is boomer and male, and the other is Gen X and female) recognized my hard work toward improving my company, dedication, professionalism and enthusiasm toward my career. I worked very hard to get where I am today. My bosses would be the first to say that I am easy to get along and work with, despite our 'generational' differences. I don't stereotype them, they don't stereotype me and that's why we work well together.

In fact, many of my company's brightest, most dedicated and positive employees are Gen Y - and they have made some great improvements here. For example, our health and safety committee is 4/6 employees Gen Y.

This is why I really don't appreciate these negative generalizations and stereotypes being pumped into people's heads about Gen Y. Negativity doesn't help anyone and I think there are many positive aspects of working with us. I really enjoy reading Safety X Change and usually found it very helpful but today's feature article was really de-moralizing. It seems like you've worked with some real winners in the past, but it doesn't mean we are all the same.

Name and company name withheld by request

MEMBER REPLY

Are Baby Boomers to Blame for Gen Y?

I noticed you led into your article with the line "Kids these days" and thereafter referred to them as young people.

I believe a major problem in our workplaces is the lack of respect young people get. Perhaps the baby boom generation is in fact the ones to blame. After all, these young people are the product of their parenting / mentoring in the workplace. We all learned to speak because we were taught how by someone who already knew the ins and outs of whatever language it is that we learned. If no one has taken the time to teach generation Y what acceptable workplace etiquette is, then how can we as employers expect them to enter our workplaces knowing how to function as integrated members of our team?

I am 26 years old at the moment, and have been fortunate enough to have been mentored by a previous employer that I now consider one of my closest friends. He taught me many life lessons, including how to conduct myself on the job to achieve the desired results, respect from my coworkers. Without his guidance and mentorship, I would be stuck in the pool with the rest of these young people that I supervise today.

One trend I have noticed in my company's front line supervision is, our front line supervisors expect the newer generation be like them. When they do not work like the baby boomers expect them to, young people are written off as bad workers, soft, and wimps. Many of the baby boom generation are not willing to take the time to teach these young people how to work.

I believe that if the baby boom generation were more aware of the short comings that they themselves instilled in the younger generations through parenting and acceptance of new social norms, and realized that with a little bit of positive reinforcement and on the job mentoring, you could create an incredible labor pool for the future.

Chris Cogswell
Safety Coordinator
Master Mechanical Plumbing and Heating

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