They are constantly job-hopping, wary of workaholism, and make trivial career choices. These are some of the widely held myths about Generation X (those in their mid-20s to mid-30s) according to a recent study conducted by Catalyst, a non-profit organization with offices in New York and Toronto.
“We looked at the literature written about this generation and these were the themes that came out of it,” said Susan Black, vice-president in charge of the Toronto division.
The survey, The Next Generation: Today’s Professionals, Tomorrow’s Leaders, not only breaks many Gen X stereotypes, but it’s a first for Catalyst — an organization known for its commitment to advancing women in business — because it involves both countries (almost a quarter of the overall sample was from Canada).
More than 1,200 Gen Xers were polled and the results show younger workers are as traditional as their parents. They want a good income, challenging work and room for advancement.
But there is one difference and it’s extremely important: work-life balance. Even though 47 per cent of respondents said they would be happy to stay with their current organization for the rest of their career, almost one-third (29 per cent) of those surveyed said their jobs affect their personal lives “severely.” Around 43 per cent said this interference is “moderate.” The majority of both men and women cited they want to see an increase in flexible-work arrangements provided by their employer.
“This generation wants flexibility in their environment,” said Black. “If you look at how many people want these kinds of programs and policies and how many are actually getting it, there is quite a big gap.”
A compressed workweek was the most popular option these young professionals desire. About 67 per cent of the participants said they would use this program, but only six per cent currently use it.
Telecommuting and working from home was also high on the wish list. Around 59 per cent of the respondents said they would like to use this program while only 17 per cent said they currently use it in their organizations. Black said these statistics show employers there is need for change.
“I think there’s a lot of opportunity for employers to look closely at what this generation wants and tailor the environment to it in a way that still helps them maximize productivity and help their bottom line.”
For many of those surveyed, child care responsibilities drove the demand for flexible-work programs, while others said they would like the time to attend school. There were also respondents who stated reasons related to personal health and had a desire to address over-work. Black said 10 years ago work-life balance was just a woman’s issue, but (today) these numbers show it’s everybody’s issue.
“Men are citing it (work-life) to the same degree now because you’ve got more dual-income families where both incomes are significant. Everybody needs more flexibility,” she said.
Today’s professionals also want effective feedback from their superiors. More than 95 per cent rated support from their supervisor as very important to their advancement and job satisfaction.
“They have very well-articulated and sophisticated expectations about what kind of feedback (they should get) and what kinds of structures will be available to help them advance,” she said.
A few cross-border differences are revealed in the study as well. However, the biggest difference is the prospect of mentoring as a top strategy for career advancement. When both U.S. and Canadian respondents were asked about top strategies, U.S. participants listed an influential mentor or sponsor as important to career development while Canadians put more value in developing and adhering to their own career goals for success.
It’s part of a cultural attitude towards how you move your career ahead, said Black, and there has been a lot of focus on mentoring in the U.S. in the last few years. Although, Black said people are becoming more aware of the value of mentoring in Canada and it will have greater emphasis on career advancement in the near future.
“We looked at the literature written about this generation and these were the themes that came out of it,” said Susan Black, vice-president in charge of the Toronto division.
The survey, The Next Generation: Today’s Professionals, Tomorrow’s Leaders, not only breaks many Gen X stereotypes, but it’s a first for Catalyst — an organization known for its commitment to advancing women in business — because it involves both countries (almost a quarter of the overall sample was from Canada).
More than 1,200 Gen Xers were polled and the results show younger workers are as traditional as their parents. They want a good income, challenging work and room for advancement.
But there is one difference and it’s extremely important: work-life balance. Even though 47 per cent of respondents said they would be happy to stay with their current organization for the rest of their career, almost one-third (29 per cent) of those surveyed said their jobs affect their personal lives “severely.” Around 43 per cent said this interference is “moderate.” The majority of both men and women cited they want to see an increase in flexible-work arrangements provided by their employer.
“This generation wants flexibility in their environment,” said Black. “If you look at how many people want these kinds of programs and policies and how many are actually getting it, there is quite a big gap.”
A compressed workweek was the most popular option these young professionals desire. About 67 per cent of the participants said they would use this program, but only six per cent currently use it.
Telecommuting and working from home was also high on the wish list. Around 59 per cent of the respondents said they would like to use this program while only 17 per cent said they currently use it in their organizations. Black said these statistics show employers there is need for change.
“I think there’s a lot of opportunity for employers to look closely at what this generation wants and tailor the environment to it in a way that still helps them maximize productivity and help their bottom line.”
For many of those surveyed, child care responsibilities drove the demand for flexible-work programs, while others said they would like the time to attend school. There were also respondents who stated reasons related to personal health and had a desire to address over-work. Black said 10 years ago work-life balance was just a woman’s issue, but (today) these numbers show it’s everybody’s issue.
“Men are citing it (work-life) to the same degree now because you’ve got more dual-income families where both incomes are significant. Everybody needs more flexibility,” she said.
Today’s professionals also want effective feedback from their superiors. More than 95 per cent rated support from their supervisor as very important to their advancement and job satisfaction.
“They have very well-articulated and sophisticated expectations about what kind of feedback (they should get) and what kinds of structures will be available to help them advance,” she said.
A few cross-border differences are revealed in the study as well. However, the biggest difference is the prospect of mentoring as a top strategy for career advancement. When both U.S. and Canadian respondents were asked about top strategies, U.S. participants listed an influential mentor or sponsor as important to career development while Canadians put more value in developing and adhering to their own career goals for success.
It’s part of a cultural attitude towards how you move your career ahead, said Black, and there has been a lot of focus on mentoring in the U.S. in the last few years. Although, Black said people are becoming more aware of the value of mentoring in Canada and it will have greater emphasis on career advancement in the near future.
