Generation Validation
After a stellar weekend of Harry Dresden novels and avoiding the blog—with which I was becoming a tad obsessed—I came in today excited to write. Until, of course, I read some of the comments from Thursday. Suffice it to say, I have new sympathy for Johnny Drama! (For those of you who aren’t Entourage fans, our anti-hero spent last week in hysterics over bad reviews.)
While the overwhelming majority of you guys have been sweet, supportive, and very vocal, I got my real first taste of why bloggers need a thick skin—and I realized I absolutely do not have one. So I called my little sister, who’s both my biggest fan and my most honest critic, to mope about someone calling me junk.
And she laughed at me.
Thing is, she’s right; I could be a child soldier in Colombia, and that would really put a few snarky comments on the blog in perspective. But it was my knee-jerk response to her heckling that really got me thinking. She started chuckling, and I said, all crybaby like: “I know, I know, I’m Generation Validation.” When I gave that a second thought, it occurred to me that I couldn’t remember that moniker being in any of the research I did for my Gen Y story. (And before I continue, let me stem the tide of citations by saying that I’m certainly not saying I made that up; it just popped into my brain, and I wanted to share.)
Whether or not we’ve gotten this particular label in the popular lexicon yet, we are Generation Validation, aren’t we? I for one do need at least five people—none of whom are relations, close friends, or cute boys with an agenda—to tell me something I’ve written is quality before I even start to consider the possibility that it doesn’t suck. And even at my advanced age (26!), I can’t think of a worse thing that disappointing my mom. (Maybe now that I’ve written a Fortune cover, I can finally forgive myself for not going to med school :o).
And this applies doubly in the workplace. Many of the young people I spoke to for the Gen Y story talked about needing more feedback in the office. And one study by corporate social networking solutions company SelectMinds stood out to me. According to a survey of 2,000 employees, 28% of Gen Yers report leaving a job because they felt disconnected from the organization, while 81% feel somewhat or very disconnected from the information flow, politics and career opportunities across their organizations.
To me, that’s all about feedback. After all, how else are we supposed to feel connected? And while I know that some more senior folks might say that they managed without, it seems to me that in this age of less loyalty and more options, better feedback more often would be an easy way to get young employees engaged. (By this, I mean, an evaluation conversation more than, say, once a year, and with some takeaway beyond a few multiple-choice questions answered by a superior who hardly knows you.) Some of us might even appreciate the opportunity to offer our direct reports a bit of constructive—and anonymous—criticism. Although many companies try to make this possible, I’d bet it’ll probably be a while yet before all of us feel completely safe participating.
So do we just need a little validation? And is this an example of how characteristics that grew out of our extra-loving childhoods can spur change for the better in corporate America? Or do Johnny and I just need to get some self-esteem and stop being so dramatic?
—–
If you want Gen Y in another medium, I’ll be discussing these and other Gen Y issues tomorrow at 11 a.m. Eastern on the NPR program On Point, along with Jason Ryan Dorsey, author of My Reality Check Bounced! and one of the stars of our Gen Y story.
Great thoughts all around.
The validation vs self-esteem debate is particularly interesting. To me, what it really comes down to is that, regardless of HOW these Gen-Y needs cropped up, what’s important is understanding that Gen-X and Boomer management of the “situation” will determine the fate of Gen-Y (and, dare I say, the world?).
If Managers prefer to ignore the Gen-Y need for validation, then - because the two are so linked - it would follow that their self-esteem would drop. If self-esteem drops when workers are young and probably at their most optimistic and energetic, what we’re setting up here is a future Gen-Y that will not feel empowered to tackle all the problems that previous generations helped create (global warming, obesity, etc).
Companies actively seek consumer feedback in surveys and focus groups. This information helps develop new products and improve existing ones. Managers are consumers of junior employees’ work, so why shouldn’t junior employees request and receive regular feedback? In an era of instant and constant communications, why do so many companies rely solely on annual reviews?
Do not fret…some things never change generation to generation. Validation is a reinforcement we all need, man, woman and child.
That being said, our Y Generation needs it more than previous generations. Parents, and I am one, own this though…we have programmed our loving Y’rs to need that positive reinforcement, even for mediocre behavior. And, it is getting worse. Whatever happened to reward for a job well done….that went out in the 80’s when we parents were criticized heavily for destroying our childrens self esteem by being too tough.
So recognize this Nadira. We are not the sum total of “what we do” but who we are to other people. Are we kind, compassionate and giving - caring people? Do we give back to our community? Or is it all about who we are in “what we do”….Are we olympic gold medal material?
Wisdom comes in many forms, none of them before the age of 30. So lighten up= Enjoy.
In response to Jen’s posting below, you’re falling into the very same traps into which Nadira falls when you claim “The critisizism (sic) you are getting are (sic) from Baby Boomers. But the twenty-somethings are all applauding you for publishing what we are all thinking.”
That’s hardly the case! Here we go again with the gross generalizations unsubstantiated by any proof! I’m a twenty-something and a quick glance at some other critical postings hints that many of the criticisms are coming from my peers, not just from Boomers. Pay attention before you write!
Poor Nadira gets upset at criticism and goes crying to lil sis, stumbles upon revelation that she nees validation, and, therefore, everyone of her Generation must also crave validation, and she repeats the mistake that garners her so much criticism in the first place- making generalizations based on the narrowest of experiences.
Why don’t you actually listen and LEARN from some of this criticism and write something thoughtful, reasearch, and fact-based instead this whiney drivel that’s making our Generation look so bad.
Nadira - It is slightly overdue, but I have to say thank you for writing the Gen Y article! I am a 21 year old newcomer to the business world and so many of your points hit home for me and also gave me the confidence to embrace my strong Gen Y traits. It is also so good to know that I am not alone in all this.
After reading through the comments on this post, I see a trend. The critisizism you are getting are from Baby Boomers. But the twenty-somethings are all appauding you for publishing what we are all thinking. I love your proactive approach to helping people understand us a little more.
The topic of our need for praise and feedback is one that I’ve seen pop up all over the place lately and was so excited to see you tackle it as well! Here is my shameless plug of my blog where I tried to dig into that topic as well.
http://cucucachoo1.blogspot.com/2007/05/we-both-know-im-phenomenal-dancer.html
You have a loyal reader in me. Keep it up!
To those whose comments are basically saying that Gen Y is nothing special and all generations feel that they are special until reality sets in, I say you may be right. The difference is, though, Gen Y has awesome tools at its disposal that allow them to take their ideas (and gripes) and communicate them to anybody. No other generation can boast of this magnificent ability to make themselves heard and in turn affect quick and significant change in the workforce.
The only “lesson” Gen Y-ers really need to remember when they are ‘marketing’ their thoughts, ideas and requests for improvement, etc. is that you do need to earn admiration and respect in the workplace in order to be heard and make a difference.
No one is going to listen to a cry-baby, slacker.
I agee with seanstickle’s comments. Nadira you really need to take a second look at numbers before you make such generalizations and post them on a well read blog. If your blog is going to survive you need to give your readers something of value- not misrepresented information. What you wrote, unfortunately, just came off ignorant. Employee’s feelings about validation and feedback really is the same across the cohorts.
I think a lot of your readers are tuning in to discuss what they are going through at work- they are looking for advice and mentors. There are questions posted on your blog by your readers. You never address their questions. I don’t mean to sound harsh but you need to build a community here where people can actually gain something.
Hey Nadira,
- A little feedback from a 38yr old. 
The article was fascinating and the blog has been revealing, not so much in what was said as what was not said. I read Fortune cover-to-cover in about an hour, give or take. What I expect from it is Analysis. I’m most interested in the why and the how. While your piece was entertaining, I found it unfortunately low on substance. I almost had to turn to the front cover again to make sure I hadn’t accidentally been sent an Entertainment Weekly by mistake…
In 5K words, you managed to ‘distil’ a half a dozen of the more absurd Gen-Y archetypes while dismissing the more conscientious less narcissistic variants with barely a line in your opening and a line in the summation. This highlights the lack of balance in your article. If this was intended as a survey article, you do need to actually survey the entire spectrum in equal proportion. To merely add a disclaimer saying that its not intended to be comprehensive, that it is in fact an incomplete “collective portrait”, is a cop-out. Its comparatively easy to write a caricature piece. To capture the true nature however, the soul of a subject, is Art. In this case, I’m afraid its back to the drawing board for you.
Maybe I’ve had a humour bypass, but I just fail to see the point of a “laff riot” in Fortune. (other than Bing, of course). That is a progligate waste of a finite resource (hardcopy) and a significant editorial misstep in my opinion.
In the blog, on the other hand, I think this type of article would have worked just fine if you’d broken it down into say several end-of-week drop-in pieces. It would also have allowed you to expand and add more depth and definition to the collage (just to stretch the metaphor a little further).
I agree that our generation is thirsty for more validation. I’m 27 with 2 kids and working at rebuilding my career. At first I thought it was just being a parent that fed my need for acceptance (since it is the most thankless job, and you are constantly being judged by well meaning elders!). It turns out that I need feedback in all areas of my life.
It has been hinted at that I am an extreme, shall I say, “suck up”. But I feel that if I am productive and taking on taking on difficult projects without being asked to do so I should be praised. If you don’t let employees of any age) know that you appreciate them you WILL NOT retain quality staff.
Luckily, I have a great boss, and dare I say, mentor that is open minded and does realize the importance of positive reinforcement, and CONSTRUCTIVE criticism.
So, Miss Hira, you can count me as one of the 5 who does think that your blog is quality and I will continue to be a loyal reader. Especially since most blogs I read written by people our age have no depth or relevant content. (Please pardon any spelling or grammar errors, as I am currently on my second shift….as a proud parent!)
Thank you, seanstickle, for calling the bluff on what this blog really is: the poorly researched, unsubstantiated rantings of a self-absorbed twentysomething who’s obsessed with labels and hyperbole for effect. I for one am unwilling to group myself into “Gen Y,” even though I’m 27 and do enjoy listening to my iPod.
I hope this blog can turn into something useful and do so quickly. Otherwise it’s no better than the average series of MySpace postings.
My office subscribes to Fortune, so when I saw the cover of the newest issue, I nabbed it quick!
I’m 24, and I was thrilled with how on-target you are about Gen Y. It’s nice to know that I’m not the only one who talks to my Mom daily and needs her input on every decision. (My older brothers think this makes me very weird, by the way.) I told my boss she needs to read it too. Maybe it will help her understand me a little better and why I get so frustrated with being bored or assigned to idiotic tasks.
Most importantly, your article made me feel very hopeful. I’m not the only one. Other kids just like me are doing amazing things and I can too. (Hopefully without having to wear a suit or work a 60-hour week!)
So in the end, I just wanted to say thanks! You really hit the nail on the head. Thanks for the article.
Baby Boomers are Gen Y’s Managers, what do you expect? Baby Boomers are self-absorbed what’s in it for me kind of people, which to the point, are not the kind of Managers who offer feedback worth a flying hoot. Gex Xers like myself, figured that out years ago. Today’s managers (aka Baby Boomer in large part) are not capable of thinking in a manner that benefits others, particularly their subordinates.
it depends on how far you take it. feedback is great, but you’d better be willing to hear the good and the bad. that pretty much differentiates the honest folks from the others. some people are just looking for carte blanche approval, and i hear high school calling these prima donnas trying to get its drama back.
Nadira,
Your blog and the article are great! Don’t worry about the criticism, I have a very similar blog and take heat all the time. Soon enough you will begin to embrace it. Anyone who takes the time to write about how terrible you are should go get a hobby. You are the one being proactive, and guess what, if they responded that means they read your post. The jokes on them! Keep up the good work.
Interesting post, Ms. Hira.
It is important to note, I think, that the study that you quote:
“28% of Gen Yers report leaving a job because they felt disconnected from the organization”
also says that 21% of people over 30 feel the same way. Given the study’s parameters, there is a margin of error of about 4.29% on each side. Which means that the GenY and non-GenY people tend to have the same reactions, to a 95% confidence.
As for your quote:
“while 81% feel somewhat or very disconnected from the information flow, politics and career opportunities across their organizations”
this compares very closely to 78% of all workers who responded the same (and that isn’t even taking into consideration the margin of error I refer to above).
As for all the feedback, anyone involved in process improvement, kaizen, and quality management across the last 30 years or so could tell you that regular feedback is critical for a company’s success. This is not new.
So, basically, what I see in this post is a lack of sophistication in applying basic statistics to a survey study, a lack of familiarity with management theory, and a propensity for broad (and largely inaccurate) generalizations.
All of which are relatively easy to overcome, but not so long as we persist in this charade of massive generational differences.
I think you make excellent points. I’m about your age (29) and actually just left a job I’d been at for nearly 3 years (which, at that company, made me more senior than most of the management!) because, among other things, management was doing poorly at things like keeping us informed of the company’s vision and letting us know how we were doing at our jobs.
I think you are right on the money when you say that with all of the options there, companies need to rethink how they keep their employees happy. And it’s amazing how a little thing like spending some time listening to their concerns every once in a while and making them feel involved in the company’s future will make them happy. Too bad my (now former) employer didn’t know that…
I liked your article so you have my approval. I think all writers need feedback as it is such a solitary profession. That is how I make friends with media folks by letting them know I read them and telling them what I think (of course, first the good then the bad).
But I was surprised by your assertion that race is not much of an issue anymore. As the mother of biracial children, they tell me this just isn’t so. And as a counselor for students returning to school (mostly young people of color), racism is never far from their thoughts and experiences.
Also, as a boomer,I’m not sure I understand the “navel-gazing” comment. We are very self-aware but for those of us who still try and live our 60’s values, it is more self-criticism than self-absorption. Looking forward to reading more of your obervations!
We are Generation Validation, and for good reason. We’ve been standardized-tested, SAT-prepped, and mock-interviewed to death since elementary school. Entire industries have sprung up to measure our every vocabulary jump and logical-reasoning dip. Our high schools, colleges, and grad programs have been ranked and re-ranked in national magazines. It’s only natural that we want feedback, we want it now, and we want it in numerical form with our percentile highlighted.
I must say that I enjoy your blog as I work with people several years my senior. It is nice to have the perspectives of others my age and realize that many of us share the same qualities. I found the percentages of Gen Yers who leave a job because of a lack of information with regards to company politics, opportunities, etc. a little surprising. I am friends with many of the VP’s of my company, yet I don’t always have the latest information, and therefore tend to feel disconnected when I’m not “in the loop.” I suppose it’s our connectivity via the internet, blogs, cell phones, etc. that has spoiled us with information.
- Five jobs in five years? No worries
- Onion: Yers apathetic about office politics
- Parents, parents, everywhere
- Comic-Con: Quirky, fun, and very Gen Y
- Helicopter parenting goes to grade school
- Corporate ‘toolz’ revealed
- Politics in the office: Worse than office politics
- What winning means to Gen Y
- Poor managers stuck ‘seeing’ Gen Y
- Job-hopping Gen Yers aren’t disloyal. They’re smart
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What started as a quirky Fortune cover story on Generation Y in 2007 has turned into a full-time job covering the fastest growing segment of the American workforce for Nadira A. Hira. But it's on The Gig that she's been able to speak directly to the much discussed, much maligned, and she thinks, very much underestimated Yers themselves, reflecting with them on everything from finding meaningful work to hiding meaningful body art. Herself a Yer, Hira has always been interested in engaging her peers, from her time writing for MTV News' Choose or Lose 2004 campaign, to her work spreading the Gen Y story as a speaker and television personality, from CNN to VH1 and back again. A recipient of the NewsBios 30 Under 30 award, showcasing business journalists on the rise, the would-be poet, sometime bartender, and professional sports fan, calls downtown Manhattan — and The Gig — home.
Sister girl! I am 55 years old and feel like it was yesterday I was looking for a magazine writing job in NYC — so I’m looking at you with the utmost honor and respect. I’m a consultant helping a company with its employer brand (”how can we be the coolest place to work?”
so I snapped up the issue with your cover story. Nice job! I feel, like, a lot smarter now. So here’s some validation from an old boomer who now…because of you…feels really tuned in. Where can I download a copy of that article to pass along? Hmm, maybe that’s a copyright violation thing. By the way, I ended up at a NYC publishing company writing book jacket copy, but nearly starved on my $400/month salary! (This was 1975).