The boss. The big cheese. The head honcho. Whatever you call her, she can not only make or break your career, but also determine whether you’re happy in the office on a daily basis. Most people have something to complain about when it comes to their manager, whether it’s because of the tasks she gives you, how much she pays you, or how often she asks you to work late. But sometimes, the reason for the tension with your boss comes from the fact that you were born decades apart – not because she doesn’t like or appreciate you. Instead, the problem is much more basic: You’re technology savvy, have a rather casual attitude in the workplace, and are always ready to speak up and share your thoughts. If you were her daughter, she’d be thrilled. But as an employee? That makes her a little more nervous.

As Generation Y begins to enter the workplace in earnest, more offices and companies are noticing generational tensions between their workers—particularly between the Baby Boomers, who were born between 1946 and 1964, and the Millennials, or Gen Y members, who were born roughly between 1982 and 2001 (the firm boundary years—and official generation name— haven’t been established yet).

Today, the Baby Boomers are in their mid-40s to early 60s and are pretty much running the corporate world. And they haven’t completely adjusted to the Generation Y employees they have started hiring in recent years: A survey from Lee Hecht Harrison, a career services firm, found that 60 percent of employers are dealing with friction between their older and younger employees. With tension noticeable in many offices, it’s important for Gen Yers to know how to work the generational gap in their favor. Understanding your Boomer boss and adjusting yourself can go a long way to making your office life more pleasant—and, eventually, making your career more fruitful.

For the most part, the tension stems from the way that we Gen Yers were raised—by the Baby Boomers themselves, no less. We were taught to value teamwork, multitasking, and diversity, while emphasizing our own talents. Boomers, on the other hand, had to be hypercompetitive to succeed in the workplace. Those differences cause the generational clash, says David Stillman, the co-author with Lynne Lancaster of When Generations Collide. Stillman and Lancaster run BridgeWorks, an organization that seeks to help people from different generations understand each other.

Chuck Underwood, founder of The Generational Imperative, works with large companies to help them overcome generation-gap difficulties. He has found that Y-ers have “often-unrealistic expectations” about their lives and careers, which often causes trouble for managers.

Differences and Similarities. Boomers, who have a strict sense of hierarchy, are also startled by the casualness of many Yers in the workplace, says Stillman. When Boomers entered the office, they called their boss “Mr.” or “Mrs.” while Gen Yers are comfortable calling just about anyone by their first name. Boomers value face time with their manager, but Gen Yers are just as happy to communicate over the phone, e-mail, or even through instant message. We’re even content to work outside of the office environment, heading instead to the coffee shop or a desk at home.

And most of all, Gen Yers speak up. Boomer bosses worked in a very different environment when they first put on a suit and showed up at 9. In those days, new employees were expected to keep quiet, listen, and learn until they had proved themselves. The boss made the decisions. But today’s entry-level employees (and even interns!) have no problem giving their input, even during a big meeting. And then there’s the technology gap. We grew up with AOL and IMing, while our parents—and current bosses—didn’t have cable.

These differences in experience and preference trickle down to every aspect of the work life. Boomers tend to see the office as the office and home as home, while we’re comfortable mixing the two—by using Gchat while we’re at work and by checking e-mail on nights and weekends. We multitask, working on several different projects at one time, which many Boomers see as a sign of a short attention span and an inability to pay attention to detail. And the pace is very different. Boomers, says Stillman, “are used to being on a project for six months. Millenials would like 12 of those going on at one time and get it done in one month.”

These differences can be frustrating for both boss and employee. Kristen, 25, was aggravated by the time she spent a brief period working at a small insurance company in the Midwest, where she was the only employee under the age of 55.”I found that I was always picking up the load for the other employees as I was faster at doing everything,” she says. Eventually, she left the firm to become a freelancer. “When I left there, I was actually replaced with two employees, both in their 50′s, because one could not keep up with what my work load had been. I felt a little underpaid after I found this out.” Sonia, 23, had a similar experience while working as a temp for an oil field services company. “It was a disaster, because we had very different expectations about multitasking. I’d say we’re just as productive, but we work in spurts,” she says.

There are some things that you can do to lessen the generational tension:

Show respect. Perhaps the biggest thing you can do, according to Stillman, is to make a conscious effort to demonstrate to your boss that you respect him or her. “Show that even though you’re speaking up and even though you’re expecting to be part of a big decision, that you still respect and understand that the boss gets to make the decision,” he suggests. Taking the time to ask them about themselves is one good idea. Ask them what their career path was like and find out how the field has changed.

Stop by their office. Boomers value face time, so try to have regular in-person conversations instead of communicating solely via e-mail.

Demonstrate loyalty. Bosses want to know that you’re in it for the long haul. Resist the temptation to surf to job-hunting Web sites (better yet, minimize the personal surfing altogether). Put in long hours. Show that you think you have a future in the company. “Employers who are ready to make a serious commitment to [Y-ers] spend a lot on training them, only to then see them leave on a whim,” says Underwood. Think of it as the beginning of a romantic relationship. You and your boss are learning to trust each other. That’s bound to cause some discomfort at first, but the relationship will be more solid in the long run if you put work into it.

Use common sense. Underwood sums it up neatly. He says that Y-ers “with the best interpersonal skills—courtesy, motivation, respect, ability to lead the team, mastery of the English language, persuasion, and other such skills—will climb the management ladder fastest.”

These tips also apply if you get promoted and find yourself supervising someone who is older. It might be tempting to demonstrate your new authority, but resist the urge and continue to show them respect. They’ll value it in the long run.

Most important of all, remember that eventually, Baby Boomers and Gen Yers will have to work out their differences. They’ll be running the show for years to come.

Each Tuesday at 12:00 pm CT, Becky Benishek (@MyPath_MP) and Amanda Gulralski (@bizMebizgal), publisher and cofounder of bizMe.biz online magazine and Gen Y career expert and speaker, host an hour-long Career Chat on Twitter (#careerchat). Joining us again were Jill Perlberg, Lesley Weiss, and Mark Jelfs from the MyPath team. You can learn about upcoming topics and submit your questions by following @MyPath_MP and @bizMebizgal.

Next week, the focus is on internships. Wondering how to land an internship or how to make the best of the one you have? We’ll answer those questions and get into the nitty-gritty of what internships are really like, including how to ensure you’re not stapling paper for three months. Join the #careerchat group and the panel of interns we’ve organized next Tuesday, August 17th.

August 10, 2010: Generational Differences

Question 1: What do you think is the biggest difference between the generations?

On differences and generalizations:
bizMebizgal: The biggest difference is generation Y’s lack of soft skills. Gen Y does not know how to communicate face to face
Jill_Perlberg: Perceptions. Gen Y’s are considered lazy, but maybe they’ve figured out a quicker way to get things done.
TECMidwest: Every generation brings their own experience to the table. It’s very important to keep an open mind.
bizMebizgal: Gen Y does not have the experience they need yet to help people keep this open mind when working with them
buzzandrea: It’s also important to remember these are generalizations – not all Boomers, Xers, Y’s, etc … share same traits.
Jelfster: If you believe the stereotypes, Boomers are washed up, Gen X selfish, Gen Y lazy – not very helpful pigeon-holing.

On entitlement:
thatwoman_is: The level of “Ownership or that things are due to you.”
Jill_Perlberg: Entitlement tends to be a big one. What you are “owed” vs. what you’ve earned.
thatwoman_is: I love they can be open. But entitlement and right to be “open” to a fault w/o thought is challenging
bizMebizgal: I hate the word “entitlement” and that is one of the favorite words of Gen Y!

On technology:
Jill_Perlberg: For younger generations, it’s inherent in everything they do. For older generations, it’s new.
bizMebizgal: Gen Y’s use of technology has taken away the skills to communicate across all generations. Lol is not understood by everyone.
thatwoman_is: Some babyboomers are afraid to embrace technology – and therefore they are not embracing communicating w/everyone
MyPath_MP: I agree. Depends on the industry too. I know #boomers who are far ahead of the game when it comes to tech!
bizMebizgal: Absolutely but when they receive emails like text messages, I am sure that discourages them from getting involved
thatwoman_is: Not all babyboomers are afraid. I actually embrace technology more than my 32 yr old son. I text, DM, IM, SKYPE
Jelfster: Some are. There’s assumption that because they are in twilight of career, they’re not interested in training.
WomensAlly: we are in the age of technology, it is all about who can master it better/ more efficient
bizMebizgal: 68% of Boomers agree PDAs & mobile phones contribute to a decline in proper workplace etiquette; 46% of Gen Y workers think so.
thatwoman_is: And that is a shame. It makes it difficult for boomers like me who are in this space and seen as “antiqued.”
bizMebizgal: I definitely agree but you are few and far between. I like it when boomers embrace technology and adapt.
Jelfster: Older workers may not be ‘tech savvy’ but their experience cannot be replicated or replaced.
MyPath_MP: Good point! Just because things may be done differently now doesn’t invalidate experience behind it – quite the opp.
WomensAlly: Nothing can replace experience
Jill_Perlberg: Agree. One thing older gen’s have is experience–office politics, sticky situations.You can’t learn that in school.
thatwoman_is: I think anyone’s experience can be replicated and everyone can be replaced. It’s learning 2/b appreciated/respected

On sharing traits:
Jill_Perlberg: Is there a feeling that boomers, X’ers have busted their butts and want the same things that Y’s are getting out of school?
buzzandrea: I’ll admit that it feels that way sometimes. I also feel as if my generation gets lost at times.
thatwoman_is: Older doesn’t mean smarter and experienced. And younger doesn’t mean easier to grasp technology. It’s confidence.
buzzandrea: I agree! I am an Xer, but I tend to carry traits of Millennials.
bizMebizgal: Ha! I am a Gen Y and I have traits more like an Xer.
thatwoman_is:LOL I’m a boomer and tend to have traits of an Xer

On what everybody wants:
Jill_Perlberg: According to AARP, all gens want similar things: flexibility, career dev, and recognition.
LesleyMWeiss: Exactly. And every generation, when entering the workforce, wanted to change things from the status quo
Jelfster: I would add to that ‘respect’. Seems this is in short supply in an inter-generational sense!
MyPath_MP: So far what’s coming clear is that there is definitely a skewed perception among & between gens.
thatwoman_is: This true. No one generation has the key or is the key. We have many keys!

On receiving feedback:
Jill_Perlberg: I’ve heard that Gen Y’s are not good at receiving feedback…is it receiving or how it’s given?
bizMebizgal: I have coached several Gen Yers & they don’t like hearing you are not good at something. Makes it difficult
thatwoman_is: Receiving feedback — I don’t think all Gen Y’s are like this. Generally it’s true. They want to “justsaying” but dont’ want to #justlistentomyresponse
bizMebizgal: ur right, Im Gen Y, 81. I like receiving feedback. Younger Gen Y, college students, high school not so much.
karolynliberty: Sounds like not good at receiving*critical* feedback. We’re hungry for meaningful praise
MyPath_MP: Excellent point. Feedback should give you something to work with.
WriterChanelle: We love receiving feedback! We just like it in the moment. Not explosive outbursts 5 months later in a review
WriterChanelle: The problem comes when we’re expected to know what we’re doing wrong.
Jill_Perlberg: Yup. But being able to give feedback to someone as hard as them being able to accept it–no matter the age
WriterChanelle: That is true. Reception of feedback is dependent upon person not generation
ASQ_Trish: think we all like positve feedback, but what about negative
Jill_Perlberg: that’s exactly my point–not easy for any gen. but my own exper is that y’s are not keen on getting the critical fb
MyPath_MP: Constructive criticism helps more than positive feedback.
Jelfster: Some firms don’t give honest feedback to older workers for fear of hurting their feelings. Does them a disservice

Takeaways:
WomensAlly: There are no failures – just experiences and your reactions to them. -Tom Krause
Jelfster: As demographics change, we need to incent boomers to stay in work longer. Need to engage older workers.
WomensAlly: Learn from the leadership role models in your life.

Question 2: What are the traits of #GenX, #GenY, #Boomers?

On differences:
MyPath_MP: And is there a difference between “young” #geny & “older” #geny, for example?
Jill_Perlberg: I think there are diff within a gen. A 20 yrold and a 30 in the same gen are way different.
PaigeHolden: I totally agree, but I think life experience has more to do with that than anything else.
ASQ_Trish: Sometimes Gen Y are a little too reliant on tech. Sometimes its much better to get up & talk to someone rather than email.
PaigeHolden: Good point. I have to remind myself to do that every day.
karolynliberty: there’s always individual variability but i think diff bt old/young millennials is only bc youngers arent adults yet
Jelfster: Boomers: Idealistic, loyal to company. X: Pragmatic, loyal to career. Y: Spontaneous, loyal to purpose.
Jill_Perlberg: Boomers-personal interaction Y’s -social responsibility and w/l balance/technology, X’rs-a mix of all of them.
WriterChanelle: Agreed. Many complain that GenY does nothing and wants everything, but I just don’t see that as true.
thatwoman_is: Back in the 60′s & 70′s when we were “young” boomers took on social responsibility. Ecology, the war, sexism
buzzandrea: I think its a lot of things – from mode of communication to level of directness to respect for work, etc
karolynliberty: younger = expected to be more deferent. “respect for work” is interesting, what do you mean by that?

On emailing and texting vs phone & face time:
karolynliberty: over-use of email by millennials? I hear this at work and really don’t get it. isn’t it ruder to phone/face instead? That is, requires their time right NOW but ermail is asynchronous… no?
ASQ_Trish: it depends – if it’s a quick little emails – no prob. But if they go on forever – get up
karolynliberty: OK, that works. Think I’ve been doing the opposite…
ASQ_Trish: had some occasions when co-works never email though too.
karolynliberty: never email? *staggers back* I just don’t know what to say.
MyPath_MP: Just seen @BrazenCareerist: The average Gen Y-er sends/receives >740 text msgs/month. Preferred means of comm?
PaigeHolden: I definitely prefer text messages/email. Don’t like talking on the phone or checking voicemail.
Jill_Perlberg: but..you may work with people who prefer in person convo’s. We all need to blend to be successful.
MyPath_MP: Does texting/email seem more immediate and more personal than phone/vmail? Or just more efficient?
LesleyMWeiss:I think email seems less pushy to younger people–phone calls and face to face require attention RIGHT NOW
karolynliberty: Less pushy, completely agree. Seems to imply I am more important than everything you have to do if I call/stop by!
PaigeHolden: For me, it’s more efficient, immediate and less intrusive. I’ve never been a big talker.
bizMebizgal: If you don’t like talking, how do you deal with confrontation in the workplace when you are forced to talk.
PaigeHolden: Don’t like talking and not being able to are two diff things! I’m capable of talking things out and often do
bizMebizgal: Good! Just don’t lose those skills as well. They often fall by the wayside.
PaigeHolden: Actually, it’s my friends who know to text or email me. In business, you have to put preference aside.
Jill_Perlberg: I like phone or personal conv. because the wrong tone/message may come through email or txt.
ASQ_Trish: tone of an email…funny how a quickly written email can mean something you didn’t intend
WriterChanelle: Email is more efficient. Phone calls allow people to ramble and get distracted.
WomensAlly: text messaging does allow for the quick answers to questions too short for a phone call
bizMebizgal: I am such a strong believer that face to face is the best way to work. Technology makes it quicker but face to face builds.
WomensAlly: face to face allows for a deeper connection, but no one seems to have the time for that these days
bizMebizgal: they also don’t see the importance of building that relationship.

On making sacrifices:
MyPath_MP: Does #GenY feel like they’re making more sacrifices to “get along” than #Boomers, #GenX, etc?
WriterChanelle: I’ve never felt that the world owed me anything, and I know many my age who feel the same.
thatwoman_is: I get that more often w/my new brand unGeeked _ some feel they are entitled to participate & challenge why not
bizMebizgal: Wow really? Like speak and lead sessions? Do you find it more with Gen Y than any other generation?
thatwoman_is: YES! I couldn’t believe how many ppl approached me after unGeeked feeling entitlement and noted I didn’t give back.
buzzandrea: I actually feel as if I am expected to make more sacrifices, especially for older generations
karolynliberty: re:sacrifices do you think that’s mainly based on age (family first so the singles stay late to work on deadline)
bizMebizgal: I am Gen Y. I also know a lot younger Gen Y that feel everything should be handed to them bc it always has been
WriterChanelle: They’re ruining it for the rest of us good GenY’ers. But, hey, is it their fault? They didn’t raise themselves.
WriterChanelle: GenY I believe. Took a 1am biz call yesterday
Jill_Perlberg: Doing calls at all hours,is what you do if your job demands it. I don’t think it’s generational. I did them at 22 and at 33

On changing dynamics:
Jelfster: Will be fascinating when boomers retire, Gen X become managers and Gen Y workers. How will work practices evolve?
bizMebizgal: A whole lot of meshing going on. I think all generations have strong attributes that can bring to the table
Jelfster: Young workers don’t respond well to “In my day, we were up at 3am, down coal pit til 8. You young’uns don’t know you’re born!
ASQ_Trish: What I love about someone who’s been at a company for a while – Well….we used to do it like this
karolynliberty: Esp. as the reason we can’t change the policy : We changed it once before, and got this
ASQ_Trish: no kidding! the history is good – but we need progress
Jill_Perlberg: love it.. espec. when it was something, then new, then back to old…which way is up.
MyPath_MP: People need to embrace change, but for right reasons (not just to say Hey, we’re embracing chg)
karolynliberty: Change for change’s sake is what younger workers’ ideas are often dismissed as
MyPath_MP: Excellent point. Comes down to perception again. People need to take a step back and listen.
WriterChanelle: Blech…lol. I don’t get why people bring up “what used to” sell, do, say. That’s the past. It’s not done anymore.
LesleyMWeiss: I think it’s important to learn from what’s been done/said/tried in the past–and what failed and succeeded and why
MyPath_MP: Agree! Reinventing the wheel often doesn’t work so well.
ASQ_Trish: true – we don’t want to repeat a mistake from the past. But let’s try to move forward
thatwoman_is: What is funny, boomers had to deal w/our parents when we were on the forefront of emails, fax and over sized car phones
Jill_Perlberg: I adapt to both my mom and colleagues. And in many cases, they adapt back

Takeaways:
TECMidwest: The amount of professional experience influences your traits. Some people are more eager to learn.
SarahHofmann: Give us 5 years, and we’ll have experience. Inevitable to any generation, not necessarily a generational trait.
LesleyMWeiss:A 30 yr old and a 40 yr old are the same generation in a different way. There’s more of a continuum than the labels imply.

Question 3: About that work-life blur: Which gen finds it more manageable?

On generational challenges:
karolynliberty: work/life blur (or the lack of a slash altogether) seems like much more of a millennial thing, yes?
edcabellon:I’m not so sure. I know many Gen X-ers (including myself) who still have challenges with work/life balance.
karolynliberty: OK – sounds like the “balance” part might be less important for Millennials who smush it all together. Maybe?
edcabellon: “balance” is also defined so many ways. Having “access” to everything may be a double-edged sword.
karolynliberty: access is a double edged sword? Beyond fear of judgment re:other online activity, what’s the downside? Honest Q!
edcabellon: The downside is that not everyone has access. We assume that everyone does, but there’s a digital divide.
Jill_Perlberg: Everyone struggles–especially once you’ve been in a role without flex and then try to get later.
bizMebizgal: I am a strong believer in work/life balance.u need to recharge the batteries however work will sometimes come first.

On tech-savvy balancing:
Jelfster: If you’re tech savvy you can balance better – can go home at 5 then log on later from home if needs be. Or email from B’berry.
ASQ_Trish: I would actually think that of younger workers. seems more true in my experience
karolynliberty: yeah! Skype from the game if absolutely necessary.

On deciding between personal and professional demands:
Jill_Perlberg: Scenario: kid’s soccer game at 5:00, emerg. mtg called at 4:30, do you go to the mtg or the game?
WriterChanelle: There are many factors in that decision. Are you the only one that can go to the game? How many have you been to?
WriterChanelle: Can the time of the mtg be changed? Can you call into mtg from game (on mute)? How participatory do u have to be
Jill_Perlberg: I agree-My parents missed a # of my games, but I understood why, when they did come it was really special
bizMebizgal: My parents came to every sporting event I did however things didn’t change for my dad until he was the boss.
bizMebizgal: Gen Y is used to time management. They like dipping their hands in a lot of stuff. Must get everything done, so they find a way.

Open questions

karolynliberty: Let’s bring up email etiquette… I keep hearing that shorter is better?

bizMebizgal: It depends what needs to be covered. I like keeping it short and then following up with a call for more detail.
LesleyMWeiss: I think it’s better to send one long email than a million short ones. Content is key.
MyPath_MP: Concise, to the point, bullet your ideas out if you hv to–make yourself understood. What do you think?
karolynliberty: yet others’ tweet-emails are unhelpful and my dissertations are frustrating
karolynliberty: Maybe using Google Wave would make them OK, but the 20 message thread they produce is… sigh.
ASQ_Trish: to the point is best, no bold or all caps
bizMebizgal: Keeping emails to 140 characters is a NO!!
karolynliberty: I like bullets! Use of underline/italic/bold to highlight the main points in a long email usually just irritating
Jill_Perlberg: Boomers like more background info to make sure they understand the entire situation. I summarize first & add detail below

Jill_Perlberg: Who is more eager to accept change? Does gen. matter?

Jelfster: Cos. need to adopt more flexible mindsets and adjust work arrangements to leverage the multi-generational workforce effectively.

And, finally…
WriterChanelle: We all have our flaws. Let’s work together to fix them
thatwoman_is: Older doesn’t mean smarter and experienced. Younger doesn’t mean easier to grasp technology. It’s confidence.
karolynliberty: Millennials Need Input.
thatwoman_is: We focus too much on [work-life balance]. There w/never be a balance. Just give-give of time on both ends.
Jelfster: We need to concentrate on the value of the individual versus their age. Unacceptable to stereotype by any other criteria.
karolynliberty: Would love direct actionable negative feedback.. not traditional office politics that we really don’t understand yet
bizMebizgal: Technology is part of every aspect of GenY lives. And that means lines between professional time & personal time can get fuzzy
WriterChanelle: Sometimes Gen Y are a little too reliant on tech. Sometimes better to talk to someone rather than email.
thatwoman_is: I think like race – the different generations have plenty of similar traits – we just focus too much on differences.
Jelfster: Regardless of age, new management and a rapidly changing business world can leave a worker uncertain of their priorities
WriterChanelle: Common sense isn’t common!

Links & resources:

From karolynliberty:
“Financial Help: Millennials Versus Baby Boomers” on Brazen Careerist

From WriterChanelle:
Email etiquette: Email Tone checking software on Tech Crunch

From bizMebizgal, on bizme.biz:
If Gen Y ruled the office
Gen Yers & Baby Boomers — Happy Together?
Techno Gap Face Off: Gen Y vs Baby Boomers

On MyPath:
Lindsey Pollak’s podcast on Gen Ys and the generational gap
Lindsey Pollak’s research on Millennials: Parents basements are crowded

Special thanks… To our top participants, @WriterChanelle, @karolynliberty and @thatwoman_is, and to @TrendsMilwaukee for putting #careerchat on the map.

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Join us next time on Tuesday, August 17, 12 PM CT. Follow along with #careerchat! Watch @MyPath_MP and @bizMebizgal for upcoming topics.

From the internet, IM and MP3s to handheld video games, mobile phones and texting, you came of age in the era of tactile, instant and constant communication. You’re what the older crowd calls, “digital natives.” And it appears that “digital natives” expect to stay “plugged in” whether at home, on the go, or at work.

According to recent surveys by online recruitment agency Brill Street + Company and GfK Custom Research North America, the most important workplace perks for Gen Y include opportunities for advancement, generous health benefits, tuition reimbursement, ample vacation days, flextime, and . . . access to social media.

But what really happens when you land a job in the real (read: not-entirely-virtual-yet) world? Can you remain focused and productive despite your native instincts to touch, text, connect, and stay in the loop on Facebook or Twitter?

And what’s your Baby Boomer (aka “workaholic generation”) boss to make of all this techno/social media mania? Born between 1946 and 1965, the defining “technological” devices of the Baby Boomers’ formative years were the color television and electric guitar. The youngest members of the Boomer bunch were already in their 20’s or 30’s when the first Apple Macintosh computer was introduced in 1984. The Baby Boomers have gone from listening to Jimi Hendrix in the 60′s to debating their best options for long term health care insurance in the 00s. SRSLY, that’s no small generational gap.

That’s not to say Baby Boomers don’t “get it.”
A 2009 report from Forrester Research revealed more than 60% of Baby Boomers are avid users of social media, like blogs, forums, podcasts, and online videos. They’re the fastest growing age segment on social networking sites like Facebook, and as consumers, they show the highest intent to purchase technological gadgets among any age group (per a 2009 technology study by AARP and Microsoft).

The difference is Baby Boomers are crazy about these new technologies for learning, leisure and creativity—not for work. A 2008 “LexisNexis® Technology Gap Survey” of white collar professions found that while all age groups and levels of workers use and value technology in the workplace, many Baby Boomers perceive the use of personal technologies (laptops, mobile phones, gaming programs, social networking websites, etc.) to be impolite, inefficient, and inappropriate in the office.

Some key findings:

• Over two thirds (68%) of all Boomers agree that PDAs and mobile phones contribute to a decline in proper workplace etiquette; less than half (46%) of Gen Y workers think so.

• Only 38% of Boomers think it’s appropriate to befriend a colleague on a social networking site; over three quarters 76% of Gen Y workers it is.

Far from just statistics, the results of the LexisNexis technology survey reveal vast discrepancies in workplace personalities and processes among the generations. And these discrepancies have the potential to create office drama—even harm teamwork and productivity.

According to Human Resource Management consultant Linda Gravett (co-author of Bridging the Generation Gap: How to Get Radio Babies, Baby Boomers, Gen Xers and Gen Yers to Work Together and Achieve More), 58% of conflicts in the workplace are sparked by generational issues, which are “largely due to differing perspectives on work ethic and work-life balance.”

All in all, Gen Y workers report spending an average of 10.6 hours of every work day accessing social networking web sites, news web sites, blogs, Internet forums and multimedia sharing web sites (versus 5.6 hours reported by Boomers). And no, these are not all strictly work-related: 39% of Gen Y workers report using gaming programs at work, as well (ahem).

But as Dr. Larry Rose, author of TechnoStress: Coping with Technology @Work, @Home, @Play, explains, for Gen Y, “Technology just is. It’s part of every aspect of their lives.” And that means the lines between professional time and personal time can get a little fuzzy.

Contrast that to Baby Boomers who have spent their careers “climbing ladders” and “paying dues” without so much as a smartphone. For them, the workplace has far and wide been one that’s focused on Face Time (meetings, meetings and more meetings), not Facebook. So while your Boomer boss and co-workers may “get” and appreciate your techno gadgetry know-how, they may not appreciate your awe-inspiring ability to master a myriad of devices, programs, and apps and do your job and text the “20” for after-hours cocktails and construct a horse stable in FarmVille . . . concurrently.

And guess what? Half of the Gen Y workers in the LexisNexis survey can admit it: the Internet, personal devices, programs, and apps do encourage too much multi-tasking, and yes, they can decrease workplace productivity.

“The results of the Technology Gap Survey suggest a real wake-up call for today’s senior management—the Boomer generation,” says Mike Walsh, CEO of LexisNexis U.S. Legal Markets. “In today’s evolving professional world, Boomers need to acknowledge a technology gap among generations exists, and they must find ways to maximize effective workflow solutions and integrated resources that address the challenges they face.”

Gravett agrees: “There’s a huge potential for miscommunication, low morale, and poor productivity unless the generations learn to handle conflict successfully.” So what are employers and employees doing to bridge the technology gap and remain productive?

Switching it up to maintain Gen Y productivity
Putting Up Firewalls: When IT is not your “friend,” they block company computer access to everything from YouTube to Yahoo! Mail. (In all fairness, employers in the financial and healthcare sectors may have to go this route due to legitimate concerns about security, confidentiality and liability.) Some companies also ban personal text messaging during the workday. Is there less time wasted and less conflict reported in a closed technology workplace? Perhaps, but only because it’s not likely many Gen Yers work here.

Opening Access and Writing Social Media Policies: Kraft Foods Inc. recently opened access to personal networking sites and video sharing sites during the workday; the caveat being that personal use be reasonable and not interfere with job performance. At companies where social media is accessible, you may be bound to a formal social media policy, otherwise known as the “official rules of engagement” for your online identity. At The Coca-Cola Company, all associates are encouraged “to explore and engage in social media communities at a level at which they feel comfortable,” but “anything you post that can potentially tarnish the Company’s image will ultimately be your responsibility.”

Providing Orientation Programs and Seminars: There are now four distinct generations of workers in the workforce, and that means H.R. is now in the business of teaching everyone how to get along. At Ernst & Young, summer interns are greeted with an orientation meeting that includes “Strategies to Connect with Baby Boomers.” Arrow Electronics offers a seminar titled, “Generations in the Workplace,” and at Aflac it’s called “Generational Differences.”

Encouraging Reverse Mentoring: What if Gen Y and Boomers could swap intel? Formally or informally, many companies are now asking Gen Y to mentor their Baby Boomer counterparts. At Time Warner, The Digital Reverse Mentoring Program matches college students with senior-level executives for one-on-one meetings about Web 2.0 technologies. At public relations firm Edelman, the Rotnem (mentor, spelled backwards) program, pairs young employees with older colleagues who need tutoring on text messaging, navigating Facebook and Twitter, or using iTunes. These programs give Gen Yers a chance to shine and rub shoulders with higher-ups who otherwise may have been inaccessible.

Building Internal Social Networks: Yes, social networking has gone corporate. Hundreds of companies worldwide—including Booz Allen Hamilton, Saturn and Smart Car—are harnessing the technology made popular by MySpace and LinkedIn to create private, employee-only networks. The purpose: to improve productivity, communication, and collaboration across generations and locations. At Booz Allen’s hello.bah.com, employees can post blogs, search for colleagues with similar interests, and participate in wikis. And according to workforce expert Tammy Erickson, author of Plugged In: The Generation Y Guide to Thriving at Work, “the train has left the station. Social media is on track to become an integral part of the way we work—a core tool for serious business.”

How so? Turns out new technology is not only about hyper-socializing, frivolous fun, and brain drain. It can also be about working faster and better. Asking questions. Imparting knowledge. And perhaps most importantly, breaking down generational hierarchies and making the office a more friendly, collaborative, interesting, and yes, productive place.

But Gen Y, you already knew all that.

Problem is, the rest of the working world may not be adapting to new technology and social media in what you consider “real time.” There’s always going to be some resistance to change—and it’s probably pretty easy for the “older and wiser” to forget that before iPhones and Facebook there was chitchat around the water cooler, smoke breaks, notepad doodling, and Kit Kat bars.

Just like the Baby Boomers and every other generation to come before you, Gen Y is tenaciously shaping the workplace (and the world) of the future. And sometimes you just need a break. Now go harvest your chicken coop in FarmVille.

The youth are starting to inherit the earth. As the baby boomers creep towards retirement, the X-ers are becoming the bosses, and the Y-ers are the most coveted workforce to recruit. Unfortunately, there’s some conflict between the young and the youngest.

According to blogger Rebecca Thorman, “The Gen X focus on distrust makes them solitary workers, preferring to rely solely on their selves to see a project through, while Generation Y tends to want to support and work together. A Gen Xer is often found at the office, squeezing by on their flextime, and blocking out the world with their iPod.” In other words, Gen X-ers typically crave a casual, independent work environment, whereas their younger siblings would prefer something a bit more structured, communal and supportive.

Case in point: when the Gen X owner of 27-year-old Dawn’s company set up a “zen lounge, set up like a coffee shop with tables and such,” he thought it would be workplace heaven. Unfortunately, his younger workforce didn’t share the dream. “Nobody really uses it, and chooses to go out or eat their lunches in their offices,” she told me. “Besides, I hate the smell of coffee.”

Obviously, where you choose to spend your break time is just one aspect of your workplace personality. But this is a great example of how the new generation has some surprising habits and desires—and employers need to wake up and smell the, er, coffee (sorry, Dawn).

Match.com profile for the perfect employer (wanted by a Gen Yer)

Young workers are not shy about making their needs known. I spoke to a bunch of women, from the ages of 24-32—basically, the up-and-comers of today’s workforce—to hear their thoughts on what would make for the most perfect of employment situations. Overall, if the Gen Y-ers wrote a Match.com profile for employers, it would look a bit like this:

20-something female, seeking relationship that offers challenge, flexibility, and opportunity for growth. I don’t like a lot of restrictions, but I also crave security—you can’t be too careful these days! Probably not interested in anything long term; I like to keep my options open. Searching for that like-minded, social, technologically-savvy, progressive employer who will encourage me to grow and not pigeonhole me into any specific role. And be warned—I don’t intend to take down my profiles on MySpace and Facebook, and I like to Tweet throughout the day, including details about our workplace situation—so jealous or paranoid types need not apply.

In an interview with ZDNet Asia, Don Tapscott, chairman of nGenera Insight and author of Grown Up Digital: How the Net Generation is Changing Your World, broke down the eight “norms” of the Millenial generation. These include freedom of choice, customization, scrutiny, integrity, collaboration, entertainment, innovation and speed. I was most interested in looking at the scrutiny and speed aspects of this generational profile, since these have to do with the social media age—an era which I, and others in the geriatric side of Gen Y, missed by a few years.

Those of us born in the late 70’s and early 80’s were already out of college by the time social media outlets like Facebook and Myspace had really taken off. Our facebook was actually a book—a static collection of photos of incoming freshman. Sounds archaic, doesn’t it? We couldn’t find out everything and anything about potential friends or lovers by going to their profile page on a widely-used website. But the advantage to this was that when graduation rolled around and we were interviewing with prospective employers, none of our past indiscretions could come back to haunt us. Today, hiring managers can find out your interests, what your friends are like, the type of music you listen to . . . and a host of more sensitive details about your personal life. Those of us in our early 30’s remember when this phenomenon began—I was working at a Big 5 consulting firm when one of my coworkers was fired for blogging about some work-related matters—those of you at the other end of Gen Y have grown up in an environment where privacy is just a term your McAfee software brings up every now and then.

What does this have to do with what millennials want in a workplace? One word: transparency. You can’t hide anything, so you don’t want to have to hide anything. The whole concept of professionalism has changed. Just because you rock out at a Justin Timberlake concert one night (and tweet in real time about your crazy evening) doesn’t mean you can’t run an important business meeting the next morning. For that matter, your boss might have been dancing to Justin in the seat next to you.

But here’s a caveat—many people brought up the issue of office gossip when I asked them about their ideal work environment. “I’d love to work in a place where the constant office gossip isn’t assaulting me at every turn,” lamented Sam, a 30-year-old attorney working as a public defender. “I think the problem is that so many of us in this generation don’t separate work and personal life. We socialize with our coworkers . . . which makes sense; we spend so much time at work that we don’t have time for hobbies or lives outside of the office. None of my coworkers are married or have kids. So what else are we going to talk about except each other?”

The work-life balance Sam speaks of was also a common refrain. It seems to be a holdover from Gen X, a way of life that Gen Y does not want to emulate. “My brother is ten years older than me, and he spends like 80 hours a week at the office,” says Jess, a 21-year-old college senior beginning to think about post-grad job prospects for next year. “I realize I’m getting out of school in a crappy economy, but I still don’t want to settle for anything that would make me as miserable as he is. He’s not married. I see myself as a young mom. I still want a career, but if I can’t find a job that offers some flexibility, then I’ll just start my own business.”

Entrepreneurship is another characteristic of the millennial generation. Facebook was started in a dorm room, after all. The advertising industry holds up Blake Mycoskie of Tom’s Shoes as the face of a new wave: his wildly successful company is based on his dedication to community service; plus the guy is living the dream on his own houseboat. The definition of success has changed, and we don’t feel like we have to settle for the 30-years-at-one-company, work-for-your-pension model presented by the Boomers. Not to mention that with the disintegration of a lot of those pensions and our social security benefits, that road is looking a lot less attractive.

Generation Y Not?

Everyone I interviewed had a fleshed-out vision of what their professional dream world would look like. The trend was definitely towards finding a job that enriched a person’s interests, but also allowed them to have a life. For women of this generation, there seems to be a pendulum swing back to putting motherhood first. But unlike past generations, Gen Y women don’t see this as an either-or choice—we can have our baby food and eat it too.

Trish, 28, muses, “I’d run a non-profit benefitting special needs kids or animals. I’d work 4 days with flex time. Onsite daycare, working from home when possible. We’d be business casual all the time.” Lily, 27, agrees: “I would love to work 4 days with 3 day weekends, or the opportunity to work from home. I would also love a maternity leave like Europe or Canada (6 months paid, 6 months unpaid); not to feel guilty when I need to take a sick day; and not to have to cover the butts of people who don’t do their jobs.”

Trish also spoke of a focus on healthier office environments. “We’d have some healthy food options in the cafeteria . . . My food options now, if I don’t brown bag, are the greasy chop suey place around the corner or the fried fish place down the street.”

Physical health wasn’t the only thing on Gen Y minds. Mallory, a 25-year-old special education teacher, envisions running a workplace where emotional health is considered, and feelings are voiced and respected. “I would do everything I could to promote a positive work environment. I would have time where staff could meet to bond and make friendships, and I would go out of my way to do nice things for people and get to know each of my employees.” However, in true Gen Y style, she has no patience for laziness: “I would meet regularly with employees to go over their positive aspects and talk to them about areas where they could use improving. When I was having a problem with an employee, I would meet with them early and have a clear plan on how to go about making improvements. I would also have regular meeting to check their progress. Employees that didn’t take steps to improve their skills would be let go.” Watch out, slacker-friendly Gen X!

As the Boomers exit, young women are hoping for more of an egalitarian workplace. “A big issue I have with where I work is a lack of equality between ‘titles’, says Kate, a 24-year-old financial analyst. “ People who have different positions are definitely treated that way, and it really stinks. Especially since those who are lower on the totem pole contribute to those who are higher up a ton. It seems to be management who views it more this way . . . at least in our office. So I would make that a huge priority. I would want all employees to feel as if they mattered equally in all aspects: their opinions, feedback, etc. I also would want to do things as a company on a regular basis to boost morale. I work in the financial field and obviously it has been tough lately, so this is a biggie for us. Even just something small to get us out of the office and focus on something other than work would be nice.”

Some Gen Y women are opting for less traditional work environments, which allow them to achieve all their goals—work/life balance, responsibility, and the ability to make a difference. Gwyn, 32, another woman on the “cusp” of X and Y, isn’t living the life of a corporate big wig—she works in Africa as a health and nutrition advisor—but life is still pretty cushy. In fact, she said she wouldn’t change much at all about her job. “I think I have a pretty sweet situation already—I work in my field of study, I get 5 weeks vacation, and 6 months paid maternity leave. And my office pays for my house and housekeeper. It’s a good life.”

In the end, a “good life” is what most Gen Y folks are seeking. Our ideal work environments run the gamut, but there is a general trend towards more balance, community and fun. Still, after speaking to women on the edge of Gen Y versus those in the thick of the Millennial brood, I can tell you that there is significant difference between what those in their early 20’s desire versus those approaching the big 3-0. And as a warning to Gen Y: even though Generation X is smaller in terms of population, it has a much stronger generational identity. Those on the cusp of these two groups tend to associate more with their older cohorts. Perhaps this is due to the speed of technology, and the social media revolution. It was hard enough for me to get on Friendster; now I need to start Tweeting? I can’t keep up. It’s far easier to position yourself as a curmudgeonly, MTV-watching slacker. I just hope we aren’t all weeping into our lattes as our swift, health-conscious, technologically-adept Gen Y lackeys overthrow us . . .