Forget About Generation Y: We're All to Blame for Workplace Woes

I've been blogging about generational differences for over a year now. But with all the back and forth, constant banter, and little resolution, it feels more like ten years.

It feels like everyone is saying the same stuff over and over. Boomers and X'ers complain about Generation Y, and then Generation Y complains about everybody else. But really, we should all just be complaining about ourselves together.

We all have a lot of similar traits that make the workplace really suck sometimes. But for some reason we're so distracted by the minor differences between us that we forget how we're all a pain in the ass sometimes.

Generations aside, here are three things that will always remain the same:

We all have unrealistic expectations of each other.

Does Generation Y have unrealistic expectations when it comes to our first jobs? Absolutely, but who can blame us?

When it comes to education, I can't remember one professor who taught me the ins and outs of entry-level living. And parents, well, let's face it. It was a much different world when then got out of school than it is today.

So while Gen Y needs to get a grip on what it means to be at the bottom of the food chain, managers need to re-evaluate what they expect their young workers to be in tune with. It seems pretty logical to me that we won't know everything.

We're all a little stubborn at first.

My first real project was facilitating groups of senior management on a new operating model being released to the company. Nobody wanted to change and there was a lot of resistance.

"Why do we need to change now?" they'd ask.

Everyone left grumbling about all the work they'd now have to do, explaining this system to their employees. I didn't hear from any of them for weeks.

Then a couple weeks later people starting calling for materials to hand out to their employees. It started to make sense that no matter how much they fought, the company was still making a change.

I think the same is going to happen with the rift between Generation Y and the rest of the workforce. Only it will happen a lot slower. Change is a dirtier process when it occurs from the bottom up.

But just wait until you catch your boss texting and loving it. They're already sending emails via Blackberry, which is really not that different.

We're all whiners.

The older I get, the more I realize that we are all just a bunch of whiners. And by we I don't mean Generation Y. I mean we as in everybody.

For over a year now I've listened to older generations hate on Generation Y, then Generation Y hate back. Even I threw my own two cents into the blogosphere, adding some fuel to the on-going fire of generational conflict.

The sooner we come to terms with the fact that we all have something worth complaining about, the sooner we can cooperate using the only method that's ever kept the majority happy—give and take.

I'm hoping as more Gen Ys mature and become accustomed to the realities of the workplace, it'll be easier for us all to grasp that we all have problems, regardless of our generation.

But even then, Gen Next will enter the working world, bringing more grief for the rest of us who are corporately over the hill. So let the cycle continue, I guess. Just don't let me become the guy who calls all those young employees selfish and entitled. Let me be the cool boss, please.

Forget About Generation Y: We're All to Blame for Workplace Woes

I've been blogging about generational differences for over a year now. But with all the back and forth, constant banter, and little resolution, it feels more like ten years.

It feels like everyone is saying the same stuff over and over. Boomers and X'ers complain about Generation Y, and then Generation Y complains about everybody else. But really, we should all just be complaining about ourselves together.

We all have a lot of similar traits that make the workplace really suck sometimes. But for some reason we're so distracted by the minor differences between us that we forget how we're all a pain in the ass sometimes.

Generations aside, here are three things that will always remain the same:

We all have unrealistic expectations of each other.

Does Generation Y have unrealistic expectations when it comes to our first jobs? Absolutely, but who can blame us?

When it comes to education, I can't remember one professor who taught me the ins and outs of entry-level living. And parents, well, let's face it. It was a much different world when then got out of school than it is today.

So while Gen Y needs to get a grip on what it means to be at the bottom of the food chain, managers need to re-evaluate what they expect their young workers to be in tune with. It seems pretty logical to me that we won't know everything.

We're all a little stubborn at first.

My first real project was facilitating groups of senior management on a new operating model being released to the company. Nobody wanted to change and there was a lot of resistance.

"Why do we need to change now?" they'd ask.

Everyone left grumbling about all the work they'd now have to do, explaining this system to their employees. I didn't hear from any of them for weeks.

Then a couple weeks later people starting calling for materials to hand out to their employees. It started to make sense that no matter how much they fought, the company was still making a change.

I think the same is going to happen with the rift between Generation Y and the rest of the workforce. Only it will happen a lot slower. Change is a dirtier process when it occurs from the bottom up.

But just wait until you catch your boss texting and loving it. They're already sending emails via Blackberry, which is really not that different.

We're all whiners.

The older I get, the more I realize that we are all just a bunch of whiners. And by we I don't mean Generation Y. I mean we as in everybody.

For over a year now I've listened to older generations hate on Generation Y, then Generation Y hate back. Even I threw my own two cents into the blogosphere, adding some fuel to the on-going fire of generational conflict.

The sooner we come to terms with the fact that we all have something worth complaining about, the sooner we can cooperate using the only method that's ever kept the majority happy—give and take.

I'm hoping as more Gen Ys mature and become accustomed to the realities of the workplace, it'll be easier for us all to grasp that we all have problems, regardless of our generation.

But even then, Gen Next will enter the working world, bringing more grief for the rest of us who are corporately over the hill. So let the cycle continue, I guess. Just don't let me become the guy who calls all those young employees selfish and entitled. Let me be the cool boss, please.

It's Not 1968: Why You Should Trust Everyone Over 30

In the 1960s Baby Boomers famously popularized the phrase, "don't trust anyone over 30." In general, the Boomers were anti-establishment, and did not want to conform to society's norms. Trusting anyone over 30 was seen as conforming.

I was recently asked, "If the boomers motto was don't trust anyone over 30, then what is Generation Y's motto?"

Without much thought I blurted out, "Get as many people over 30 in your corner as you can. Learn from them. And do it better."

Gen Y may not be driving around with bumper stickers or wearing pins with this slogan, but if you take a quick tour of the blogosphere you'll find thousands of Gen Yers discussing things like how to negotiate a salary, how to be productive, how to find a mentor, and how to make work better in general.

We give each other advice and we learn from our peers, but everyone in their twenties is well aware that with age and experience comes wisdom. And if you want that wisdom now, you better embrace the "old folks."

I genuinely trust people over 30. I trust that they've already been through the things that I'm going through. I trust that they've hated entry level jobs, they've backpacked across Europe, they've started companies, and they've dealt with the confusion of dating in your twenties. They've learned from their failures and successes. I trust that they have all that experience to share and I'm open to learning from them.

This does not mean they did everything the right way. Everyone makes mistakes. But it's a lot easier to make mistakes if you refuse to listen to anyone who's been in your shoes. My plan is to listen to everyone and to trust everyone over 30, until they show why they shouldn't be trusted.

Over the past year I've learned valuable life and career lessons from mentors and experienced co-workers, friends and acquaintances. In the past few weeks I've learned things like:

1. Patience is a virtue

2. A good manager never stops managing

3. Be yourself 24 hours a day

4. It's OK if everyone doesn't like you

5. Business to Business sales can all boil down to 2 things – solving a problem or creating an opportunity

I couldn't have learned any of these things if my motto was don't trust anyone over 30. Experience is invaluable. It's something you just can't get overnight. But you can learn from those who have it.

Don't close the door before it's open. Talk to older people with open ears. After you spend a few minutes talking, you'll quickly know who to trust and who not to trust. If you start with the thought that you can trust everyone over 30, you can learn some pretty cool stuff in your 20's.

It's Not 1968: Why You Should Trust Everyone Over 30

In the 1960s Baby Boomers famously popularized the phrase, "don't trust anyone over 30." In general, the Boomers were anti-establishment, and did not want to conform to society's norms. Trusting anyone over 30 was seen as conforming.

I was recently asked, "If the boomers motto was don't trust anyone over 30, then what is Generation Y's motto?"

Without much thought I blurted out, "Get as many people over 30 in your corner as you can. Learn from them. And do it better."

Gen Y may not be driving around with bumper stickers or wearing pins with this slogan, but if you take a quick tour of the blogosphere you'll find thousands of Gen Yers discussing things like how to negotiate a salary, how to be productive, how to find a mentor, and how to make work better in general.

We give each other advice and we learn from our peers, but everyone in their twenties is well aware that with age and experience comes wisdom. And if you want that wisdom now, you better embrace the "old folks."

I genuinely trust people over 30. I trust that they've already been through the things that I'm going through. I trust that they've hated entry level jobs, they've backpacked across Europe, they've started companies, and they've dealt with the confusion of dating in your twenties. They've learned from their failures and successes. I trust that they have all that experience to share and I'm open to learning from them.

This does not mean they did everything the right way. Everyone makes mistakes. But it's a lot easier to make mistakes if you refuse to listen to anyone who's been in your shoes. My plan is to listen to everyone and to trust everyone over 30, until they show why they shouldn't be trusted.

Over the past year I've learned valuable life and career lessons from mentors and experienced co-workers, friends and acquaintances. In the past few weeks I've learned things like:

1. Patience is a virtue

2. A good manager never stops managing

3. Be yourself 24 hours a day

4. It's OK if everyone doesn't like you

5. Business to Business sales can all boil down to 2 things – solving a problem or creating an opportunity

I couldn't have learned any of these things if my motto was don't trust anyone over 30. Experience is invaluable. It's something you just can't get overnight. But you can learn from those who have it.

Don't close the door before it's open. Talk to older people with open ears. After you spend a few minutes talking, you'll quickly know who to trust and who not to trust. If you start with the thought that you can trust everyone over 30, you can learn some pretty cool stuff in your 20's.

Learn to Become Equals With Your Boss

I have a problem with authority. I have since I was a kid. It's probably the reason I wasn't cut out for life in a large organization and it's why I eventually became an entrepreneur. But as much as I don't like to admit I'm working for anyone else, Penelope Trunk is our CEO and, well, she's the boss. So over the past 8 months I've learned how to work with her so that I put myself on equal footing, most of the time. Here's how I've done it.

Know what's important to get approval for in advance, and keep the rest for yourself

If your boss is any good, he is busier than you are. That's just how work works. As you move up the chain, you're responsible for more things and you have less time for details. I've seen this first hand as Brazen Careerist has moved from a 3 person start-up to a larger team with six full time employees and a whole handful of part timers.

Penelope does not have the time to check off on everything. It's been a big switch for me, but I've learned to be selective about what I present to her. In the past, I would call her to give me the green light to draft a proposal to send to our lawyer or the investors. Now I make the call on what is important enough to get the final go ahead. What I've found is there aren't too many things that are truly necessary for her to give the go ahead on before I get started.

Going around the boss is a little risky, you need to know what things must absolutely be approved before going through with, but in the end, getting the right things done, even without permission in advance will make you and your boss look good. And it will begin to turn the boss-employee relationship into a peer-to-peer relationship.

Save the details

Tiny details do not need to be shared with your boss. When you're explaining a new product, service or opportunity, talk about the big picture. If your boss is high up on the food chain the chances are that she is always thinking five steps down the road. As an entry level employee or new manager, it's your job to do the day to day work to keep the company moving in the right direction and it's your boss's job to be thinking 3 months down the line. Sharing too many details will open a big can of worms that should be avoided.

Tell your boss about the presentation, talk about the benefits and the potential risks, but don't bother going through the PowerPoint slide by slide and don't tell him how nervous you are. Then follow through, and things will work out great. You may think you're holding back information that your boss wants to know, but in reality not discussing the minutia will save time and allow your boss to concentrate on the important things.

Notice the little things that help you make good choices about communication

It's important that you learn how your boss operates in different situations. Penelope often quickly says no when I bring up a new idea, without giving it much thought. I've realized that when she is thinking about something else, she often makes snap decisions. I used to argue. We would scream at each other for a few minutes, I would be pissed the rest of the day and nothing would get done. Now, I just say OK and I walk away.

I've realized over the past few months that often she doesn't shoot my ideas down because they're bad, she's just busy with something else. So I'll approach her the next day, usually in the middle of a conversation that's going well, and I present the idea in a new way. I explain the benefits and possible risks, and almost without fail, we go ahead and give the new idea a shot.

If you want to gain some authority in your company, no matter what size, it's important that you take ownership of your role, and sometimes, do things without asking. When you're the boss, there won't be anyone to ask, so you may as well get some experience doing it now.