they had a seminar in our area a year ago, that was to prepare employers for the replacement of the babyboomers by Gen. Y. Two of the main points were that the employer should expect a transient workforce, and Gen Y expected to bypass starting salaries and entry level jobs. This group had interviewed 1000 under-graduates and recent grads, and through the interviews, noted a drastic change in attitudes. They found that G-Yers had witnessed their parents lose jobs to corporate downsizing, etc, and felt apathy towards the employer. However, with the loss of 'careers' and a rise in the cost of living, came two income families and 'latch-key kids', that tended to have no loyalty to the parents or labour groups.
They predicted a workforce that would seek only personal gratification and craved praise, one that would leave quickly if they did not receive one or the other. They claimed employers would need to forget the days of employees doing anything for the good of the company, or employees sticking around for 25 years. The new workforce expected to start at the top, both in pay and position. Generation Y felt it would be beneath them to start at the bottom, and demanded the wages their parents received. They said that Gen Y saw their University education as far superior to their parents life education, and expected employers to come to them.
We returned to our workplace, both employer and union, wondering how much of this was true. A new batch of employees came in, and we both paid closer attention to their approach. The new employees were hired as entry level, call-in, part-timers, but within weeks, expected every other weekend off, questioned the year wait for their merit raise, and demanded better hours. Within 60 days, 2 of 8 were gone, looking for straight days, and better pay. Comments from the group also included "We are the new wave, we just finished the course, and know more about the job. We don't need to listen to the 'old-school'."
THEY ARE THE BIGGEST WORKLOAD FOR THE UNION.
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