This is how we've always done it is never the correct response to youth's new ideas..

This is a great start to actually identifying the multi-generational workforce, but Generation X (born between 1961 to 1981)is often overlooked. As a "Gen X-er" we've been fighting the slacker reputation that the media pushed on the generation that somehow "threatened" the impact of the Baby Boomers. Unfortunately, the trend continues, and we're (Generation X) still be jumped over, except with a new set of stereotypes --i.e., we're overly conservative, we're lazy, etc. Can someone please do a study/article on how Generation X has defied these stereotypes, and continue to be trendsetters and a major force in the "Creative Class"? .

I agree with Adrienne Anderson's comments to do an article on how different gerations handle different situations...perhaps a "refresher" article from the past on this topic....

I'm 28 and every young worker should be prepared to hear these things. I'm not advocating it, don't do and am offended if it's said to me. As I get older I realize no matter how old you are the Older person always thinks they know more than the younger "less experienced" person. I let it roll right off my shoulders. Half of it is anxiety that someone so young and inexperienced might be smarter and better. There are many talented and smart workers out there at all ages. I'm not crazy about the "what not to say" articles though. They are catchy but you can't categorize everyone into a group. Teaching and educating and tolerance is important. These articles tend to categorize and it seems to be the opposite to diversity. .

My wife and I have encountered these in our professional lives and I think they're pretty accurate. As with all things, we on the receiving end need to also ask ourselves whether any intention of ill will exists when such things are said. There's usually not and that means there's no need for anger, but we also need to be aware enough that these are prime opportunities for education and we need to act on them.For this reason, I'm grateful for the What NEVER To Say series. They've helped me understand how I might better explain to people how the receiving party might hear my/their words. Yes, these articles make generalizations that people can be categorized one way or another and are likely to respond one way or another, but my experience of Diversity is not to deny that we have differences that can be categoriezed, but rather to respect and appreciate and reap the value in the differences we have. In that way, the logic of these articles going against the grain of diversity seems a little bit like the cry of intolerance from the intolerant when the "tolerant" (I don't like that word) work for the abolition of intolerance. .

I echo much of what I have read in these comments. As a diversity practitioner, someone who seeks to embrace diversity, and as a Baby Boomer, I too grow weary of reading about the "do's and dont's", relative to what to say and what not to say. More content around understanding Baby Boomers, Generation X, and Generation Y, for who they are (including certain comments that are made) is sorely needed. I must say that this article has been an eye opener for me, and will help me to be more sensitive as a manager when speaking with a Generation X or Y coworker. .

I enjoyed the comments. Some good ideas on applying a little tolerance/understanding (and I'd add a little levity - it beats stressing over the inevitable politically incorrect and unintentional comment). I liked FL's comments. Older workers often feel they know more "stuff" than younger workers. (In this age of information immersion from before birth (Mozart in the womb?), total information absorbtion may not be weighted toward those of more advanced years anymore.) But it doesn't mean it's all still relevent or true (if it ever was).BTW, I don't think it's the fear of someone smarter. There's always been someone smarter. I think we have the same fear, regardless of generation. We fear being irrelevent. Whether thru obsolesence or inexperience or some other filter, we just don't matter. The only way to overcome that one is to make sure we treat other people right because we all DO matter. Value people where they're at, not where you wish they were.Consider that the boomers were all well into their formative years when the Civil Rights Act of 1964 was passed. An amazing amount of our knowledge base was already locked in and accepted as correct and "normal". When I look at the country today I see how much has changed. When a 20-something looks at the world today they're just as likely to accept "now" as the norm, and see how much there is left that needs changing, almost as if nothing has happened and it has all been left up to them. Well, the last part's true, but what they don't get to, the millenials will :>) I used to count a good day as one where I learned something new. Lately I've found more value in realizing those things I believed to be true for years that are no longer (or never were) true. There's nothing quite like interacting with another generation to help bring those things back to your conciousness.I'm a fan of Beloit College's Mindset List for incoming Freshmen. It's probably the best example of why we see the world so differently. We really were born in different worlds, but we're all trying to make the best of this one. In spite of slanted news reporting, I've met enough X-ers-to-millenials to know that our future is in good hands. The changing of the guard is continuously underway. .

The problem is that this generation is overly sensative. They cry if you look at them wrong. This is because they were brought up to think that they are great and were never made to face or correct the things that they door did wrong. This is why when they come into the workforce they cry at the list little thing that happens or they lie and cover up the incident to save face with others and to protect their own self-esteem form being broken. These are weak behaviors that have helped to get this country into the mess that it is in now. They also need to learn some manners, be respectful and be open to ideas from others. They are even closed to ideas from others that are in their own generation. This generation cannot prioritize whats important and whats not. They need to be 1, compete aganist everyone and everything, they even have to feel entitled and act out in the grogery store when at the deli counter. This is how elementary and needy their behavior can be.They need to face facts, toughen up, know when to speak and when not to speak. Their bragdodous talking is irriating. They should be respectful to others with genuine experience. Learn to listen and work collaboratively in groups, instead of the focus always being on themselves, me, me, me. Their bubble will always get broken until they learn to stop undermining others for their own self-worth. Self worth and self esteem comes from within first and foremost. These are only some of the things these generations must learn. .

Ms. Johnson, who are "they", and who made you so angry towards this demographic? At first, I thought you were referring to the younger workforce then you went on to blame "them" for the mess of today's world. Are you referring to children or to working young adults when you describe an incident at the deli counter? I got lost in the tirade. However, may I suggest that you lose the hostility when you approach and deal with younger workforce because it is only going to have a negative impact on you. Also, if you change the approach from the interaction being a battle with divided sides, to everyone working towards the good of the company (which is the objective no matter what age bracket we fall under) then your ideas, suggestions and input would be valued, appreciated and possiblty implemented. If there is no one under you who is prepared to take your place, you will never be promoted out of your current position. .

As a Gen-Yer in a professional work environment, I had an entertaining comment tossed my way once. I was telling a co-worker about a workshop I had been given the opportunity to do, and was mentioning someone had suggested I put together a panel, and my co-worker said in response, "Ahhh, you get a whole group of your little Gen-Y friends together." I wasn't offended, but I did have to laugh, because I and most of my Gen-Y friends are in fact significantly taller than this co-worker. My co-worker was embarrassed the second they said what they had, but I know because of the relationship we've built that they weren't trying to be demeaning. That's the key; building relationships. Seeing the world from someone else's perspective. You don't have to agree with their perspective, but at least take time to see a situation the way they do. Building health relationships does require you to know yourself well enough that when you come across a divergent perspective you don't think your identity is in danger, but instead you can appreciate the experience as a learning opportunity. Defensiveness and stereotyping are responses motivated by fear and insecurity; respect and understanding are responses motivated by love. .

As a youth worker I read with interest the discussion. As many young people move in to the work force there is more and more "unease" over the lack of older role model and way to determine what the "rules" of work are. This is leaving many people at the start of their career feeling like the carpet has been pulled from under them.As the methods of youth work and formal education has become better at helping people to develop through well researched personal development methods of moving from Childhood to early 20s, the removal of this at work is difficult. Before apprenticeships with people they could connect with in their community would help them continue to grow as people. Now we don't have apprenticeships and people at work are seen as individuals - is it any wonder people struggle.The best comment from above was "form relationships". That is what is lost. Language and treating as equals misses the needs of the communities at work. .

I am very frustrated with a situation like this at work. Reality is the main "offender" Is working in a position lateral to mine- But I am 25 years yournger. I do not lik ehow he tries to belittle me infront of our EVP. Maybe he should have tried harder in his youth rather than fine tune is sarcastic combacks. .