Remember this scene? It is 15 years ago and you are going on your first job interview. You arrived 30 minutes early dressed in your finest button down style donning short hair. It was not possible to bathe longer, get cleaner or comb your hair any smoother. You filled in every blank on the application and spelled all the words right.

If you got the job you fully expected to remain with the company for many years, maybe for your entire career. Contrast this to a young applicant today. If I show up for the interview, who knows what I will be wearing, whether I will have hair and if so, in what color. When I fill out the application, the spelling is likely to be creative. Although I want a job, but it may not be the highest priority in my life. I may not be in this position for the long term nor am I seeing this opportunity as the beginning of a career I expect to remain in for fifteen or twenty years.

Different Background

What explains this difference in outlook between individuals in their 20's and those in their 40's? The younger generation is more likely to have had both parents working, or to come from a single-parent family. Men and women who were born between the years 1960-1980 are 500 times more likely to have been latch key kids than those born between 1940-1960 according to government data. "Latch key" refers to kids who were left on their own between the time school ended each day and the parent(s) returned from work.

Growing up in that setting leads to autonomy. A whole generation has been able to be left alone to make decisions and assume greater responsibility. Additionally, entertainment does not center around other people but is now provided by the television set, a form of entertainment that is passive and immediate. This newer generation is used to a faster pace of life, to having their needs met quickly. This is the MTV generation.

Different Outlooks

In the workplace these differences in viewpoint show up quickly. Younger employees want success now and on their own terms, but paying dues is often a foreign concept. They are less trusting of organizations, institutions and authority in general. They are very likely to challenge rules, policies and procedures. Although challenging, this group brings great energy and vitality to an organization.

Helpful Skills

1. Share information and give straight answers. Younger employees will ask "why" more often. Skepticism or less than complete acceptance of a new policy or program, may not mean resistance. It might indicate a need for more clarity about their role, how it will affect them and what new ways this activity will allow them to contribute.
2. Younger employees expect more collaboration and influence over what, when and how they do work. They expect to continue making decisions and to have greater responsibility. Let them do so and encourage their participation as much as possible in decisions affecting their immediate scope of responsibility.
3. Not being steeped in a tradition of following orders, younger employees often need more autonomy. This fits right in with quality initiatives, empowerment programs and self-managing teams. Change is very comfortable for this group and the changes these initiatives bring are exciting.
4. Younger employees are often creative and interested in opportunities where their personal interests can be put to work. One way to foster this is to provide the latest tools, toys and technology for them to experiment with. Since they are easily bored, changing work assignments or projects is important. If possible, let them have some control over how their office is decorated and try not to bog them down in unnecessary rules or structure.
5. Younger employees need constant stimulation. When they do not find challenge in their current environment, they will skip to something better - a new department, division, or employer. Offer them training opportunities, GED programs and college tuition reimbursement, so that they can improve their skills and move up in the organization.

In spite of differences in upbringing, people are more alike than different. Everyone likes to grow and learn new things. Everyone is sensitive about their work, eager to do a job of which they can be proud. As a manager Think Smart and help people to shine. The rewards to the department and organization will be tremendous.