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-- a dime for everytime someone issued some sort of complain about the millennial generation you can be rich right now we're gonna dig into the differences between the generations right now.
With Karen tomorrow night joining me on set -- Ernst and young's Americas inclusiveness.
Officer and as well as a partner than great title we discussed but that -- in the break.
And -- -- -- us from Boston we had dead.
-- says and I can't.
Saw about -- LK -- the founder of millennial branding.
As well as not -- but essentially your company is a research firm for our Generation Y.
before -- start.
Justin cleared up -- -- full screen certainly knows what Generation Y.
X and the baby boomer generations are.
If you are millennial part of Generation -- you were between the ages eighteen to thirty -- Generation X.
33 to 48.
And if your baby boomer 49 to 67 so that's all we're talking about know -- -- -- you based on that we'll screen panels are you because you're sitting next to me.
-- on commissions.
A study out -- let's look at the differences in the workplace and how we're starting to see me -- -- boomers have to answer.
Someone else and -- X-Men how does that go about.
Well it's incredibly important to us I'm really -- you if you get some feedback that's on the negative side and -- -- -- I have to tell you that I'm really bullish on Democrat hit a -- year added nearly first person.
Well I think you he'll hear others.
And and I'll tell you why.
At EYE because of -- apprenticeship model.
And because we also hired tremendous amount of new hires off of campus can we have tended track ahead of generational differences in the workplace.
And I'll give you an example national averages in the US are about 13 of the US our gen -- in the workplace.
At EYE two thirds of our workplace or -- -- -- incredibly important in fact we're actually gonna hire another 6010.
Wires off campus this fall.
OK so -- why are out there and they are huge part of the workplace absolutely and you know -- -- -- about this generation what's so great about them know what's not so great about them.
Well first of all I am part of general -- -- term millennia -- that a larger most of first look educated.
Generation of all time eighty million strong -- in the 75%.
Of the global workforce by twenty -- And if they're really they're taking guarded his leadership position so it's it's very exciting and are -- a positive impact I -- -- negative but what.
So leadership but I just want to hear your thoughts on when people say this is the entitled.
Me me me generation when he -- at that.
I think that people need to start stop reading -- time magazine cover story and all the negative publicity and start giving him a chance.
And letting them put themselves -- be stereotyped.
Because everyone's different and note these they have a lot of value at this group with our technology that can teach or the workers there who -- -- -- to help them their first up especially -- for the company.
Right right I understand and they're changing the workplace -- because they're demanding different things from their -- try playing eating more flex hours.
They aren't they are but our study actually revealed some really interesting thing again.
First off for -- cash is king for every minute of tourists and the flexibility was important to everyone including -- -- boomers the -- -- the most.
And promotions where the most important gen -- in particular for gen Y women.
And we are seeing that they're getting those promotions and and that's good -- and an unbelievable number.
And this is what our study shows are surging into manager roles so in fact almost 90% of the general -- that we studied our external survey.
Have achieved manager within the last five years and that's an unprecedented pace that we haven't seen with their predecessors.
And then this is certainly changing the demographics of -- right I mean we've seen during the recession a lot of men in construction manufacturing this male dominated field wasn't ups.
We've seen -- -- covering women have -- it all the jobs they lost during the recession they're 40% of Brett Myers in US households so.
Now to hear that I mean they're taking management roles they're getting ahead this is really change things and how do you men how -- baby boomers.
React to the fact that not only is their bus.
Younger than them.
But the bosses at C.
While we found that actually we actually found that there were a lot of strength.
And we found that that that that most of the generations all of generations actually most of the respondents.
-- that gen X was most likely.
And best equipped to lead.
And that included of young women and young men.
An -- that crap they were so supportive of flexibility.
And and others so where find that it's happening and when people are talking med gen Y.
The future of management -- -- thirty there they've they've reached it they are at that level but there are some skill gaps that we did see an undercover in the research that.
Individuals and companies like we need to address apparently there some kind of -- the end of -- OK okay.
So communications give -- one and amendment could be lofty -- such as decision making him and leading during tough times can be difficult.
And I think some of that.
To be honest with you is not really their fault.
Meaning that they haven't necessarily had all the work experience required because they're getting promoted faster pace than some of it is time an experience and others is just that.
To be honest with you I think that they are somewhat of a victim of the over scheduling -- the generations that came before them yet so there isn't as much time to shadow.
And -- and formally learn on the job than they might have seen with their predecessors understood stand you -- -- Respond yeah absolutely which is in the golf ball field and when people start their job they don't they don't recognize that how they act how to proceed.
It really make a difference in their career and to get -- -- leadership positions they have my research we found that -- a part -- -- -- can work goes.
And the ability few minutes past.
And delegate after just.
Becoming more and more important people are thinking about these but these are the building blocks to what it takes to become a manager to get -- improve your -- your organization.
I think he -- -- -- -- about your book promote yourself the new rules were clear success success that he did you are near times you are there times that's non profits big deal especially if you yourself say young like you told us.
Promote yourself is all about pushing yourself -- had a barbecue inside the box.
Making the best at your position not just moving around copied accompanied by saying you know I have all these -- -- how can make -- back -- that.
And when people move from company to company it really allowed those.
People were -- to differentiate themselves and really move -- people back there.
So it's about an -- made it's not personal accountability not waiting -- opportunity to -- you chasing those opportunities.
We have viewers chat and and we have to test now either one of you can answer.
Appalled says this new generation -- not teach elders tech.
If anything we have -- that Generation Y.
is sell this.
Who wants to pick Elena let me try would have -- first first up our study showed that acts.
-- yes gen Y was perceived as being entitled.
However all three generations actually wrote and that they felt that they were somewhat entitled themselves and I think we all think about I'm -- -- excerpt.
I think we all have been rather fortunate.
In some way shape or form but we found that actually cross generational teams are incredibly compact -- in in -- to other communications and technology.
OK and then -- up Friday in.
Fly and know his name is weird but Dan you can respond to this one I learned how to run an skillet scope and -- school.
Now -- -- how much smarter -- are -- than us older folks.
Well you know a lot.
I read these things on the fly if I don't understand that and I don't expect an answer it -- -- that we will.
-- I mean for that -- on the generation -- And this is my question.
Like when there's gray hair I called -- here in the workplace because I feel like that is someone who's been around they likely have experience in the -- and then they could be my mentor.
And I hit.
Copy their good work and learn from their mistakes.
Is that unforeseen.
In the workplace there's not gray hair anymore particularly not in the newsroom -- workplace is really -- and it's for a bunch of reasons one.
-- what I mean who -- being in the next five years boomers are really gonna retire and then.
-- about transferring acknowledged that jet -- -- in the millennium.
They want to.
Can I'm seeing that they do and I think the most that and I that's why I think that gen -- is incredibly productive in our workplace.
And they they respect and understand that there's a lot to learn and to seek out and the best gen -- professionals and likely those that are advancing are really.
Pro actively seeking out to learn wherever they might have gaps and to appreciate that your plane on xanax and what they have to offer and why they were considered best equipped.
Is because they have the experience -- you're talking about.
Including having worked through two significant downturns in the economy going as well as also being tech savvy which makes -- vital to the workplace and is it.
Largely affecting -- beaten with more than any other generation they might have been laid off because maybe they had a nice.
-- some well deserved salary.
They were laid off during -- session.
Not someone in yet days and -- our research we found that out of all the variations boomers are -- this period against because of their age.
Now that's an unfortunate reality.
But our I would just add that baby boomers really where we're very highly regarded with respect to one key item in addition the many other productive items as.
As to executive presence.
And that gen X and gen Y could learn a substantial amount which means.
Confidence communications how to project and how to run meetings had to sell business.
Had to generate work.
Very important so the message to bosses and messages to companies after this discussion is understand that the workplace is changing and the dynamic standard campaign.
And it got people working longer and -- people were younger finances success a little bit quickly.
And you need to understand how to adapt.
I would also just add that that you -- -- are entrepreneurial in nature as we know in our research laid that out.
So to the extent that companies can offer employees -- -- flexibility the flexibility in work opportunities might help to also feed that entrepreneurial spirit.
-- Karen and Dan I wanna thankful that you so much for your perspective on this topic it is a hot button issue we're gonna -- Dan's book up on the screen promote yourself.
The new rules for career success.
-- we will show -- Ernst and young web site.
And we thank you for the study that you did commission we at Fox News to an article on that study -- -- put on the screen as well so if you wanna.
Take a look at it I know we threw a lot of information that you -- more millennial stepping up.
In the office but -- an -- considered to be the best.
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