Some say they're entitled. Others say spoiled.  Not so fast, says workplace expert Tamara Erickson. Generation Y--those born between 1980 and 2000--have had a lot to contend with in their young lives. For those now in the workplace, their ideas of the world were shaped during the Columbine school shootings in 1999 and Sept. 11. If they've learned anything from those events, it's that life is fleeting. Live for the moment.  That can be frustrating for their managers. Members of Gen Y prioritize life-work balance; they don't stay in jobs for long, and many of them bring their parents in whenever there's a problem.  But as Erickson shows in her book Plugged In: The Generation Y Guide to Thriving at Work, this is a generation that loves to learn--and they're good at educating themselves. Managers who are willing spend some time guiding them may find them to be an incredibly effective group of employees.  Erickson talked to Forbes.com about how they became this way, how to motivate them at work and why Gen Xers shouldn't be so hard on them.  Forbes.com: What is an adjective you'd use to describe Gen Y?  Erickson: Immediate. They're a generation that wants to make sure what they're doing today is meaningful and worthwhile and fully engaging.  Is that because they've grown up with technology that helps everything get accomplished quicker?  No, that's an amplifying effect. The most important drivers were the events they witnessed as early teens--between ages 11 and 13. For them, it was terrorism and school violence. They were unexpected, and it created a sense in these kids that they need to live life to its fullest. I think that's a logical conclusion. Anything can happen at any point in time.  How are they different from Gen X?  One adjective I'd use for Gen Xers is self-reliant. They often ask themselves, "How do I reduce risk? How do I develop backup plans? What are my options?"  The differences have to do with events that occurred when they were kids. For Gen Xers it was being latchkey kids. They lived through the first wave of women being working mothers. It was dramatic and impactful. For Ys, their moms have always been at work. The point is, we tend to be heavily influenced by things happening for the first time, particularly when we're in our early teens. Although all of us lived through terrorism, it happened during Gen Y's formative years.  How does this impact how they work?  There is a difference between Gen X and Y in terms of collaboration and independence.  When I asked Gen Xers how often they wanted to interact with their boss, many said twice a week. I'm a boomer, I would've said twice a year! Ys would say twice an hour.  Why do they want so much interaction--what are people doing during these meetings?  Ys are learning. They want the boss to coach, to guide. Boomers look as it as judging. When I interact with my boss, it's because he or she is handing down a judgment. Who wants that? Xers are different still. They see these interactions with the boss as getting validation.  Is the need for so much time from the boss a bad thing?  No. They learn in a different way. I tell companies don't over-train them. They don't want to go to three weeks of class and get a 52-point checklist and follow a policy manual. Give them a task and the names of people who they can call if they need help. They'll call when they have a question. It may be often at first, but they like learning that way. I don't think it's a character flaw; it's a learning style.  Some employers use the word "entitled" when describing them. Where does that come from, and what does it say about how they're perceived as employees?  One of the most common complaints I get from Gen Xers who manage Ys is that they're entitled. If we broaden the lens, we see two factors at work. One thing we confuse is the action of the Ys and the motivation of their parents. A lot of the trophy phenomenon--every kid got a trophy for playing soccer--is driven by the fact that boomers are insanely competitive. No boomer wants to stand there for three hours in the rain watching their kid play soccer and not get a plastic trophy.  As for Xers, they entered work at time when the economy was poor, and they were forced to take jobs that were not as challenging as they wanted. They've had to work their way up and follow the rules. Then, you get these Ys who are very confident--high self-esteem characters rolling in full of ideas. The Ys are a little on the brash side and the Xers have not had the [same] kind of opportunities as them.  What should managers know when it comes to motivating them at work?  Learning. The most important thing to do with Ys is give them tasks that are truly challenging. Give them enough rope to figure it out as they go.  How will this economic downturn affect their job prospects?  Certainly there's going to be a dampening affect. I do think that of all the generations, the Ys will come out on top. They probably have more financial flexibility because of parental help, they dont own homes and they don't have kids. They have more flexibility to take a job that's interesting but doesn't pay as much. They also didn't lose money over the past few months.  If they invest in a 401(k) now, they buy at the bottom and ride up. Xers are the worst off. They bought houses at the peak and have all the financial responsibilities that come with that.  What's the generation after Y?  That generation is being formed this year. They're 11 to 13 now and born around 1995. I think this year is materially different from the last 15 years. Issues that are impacting them are resource constraints, such as water shortages and endangered species.  They're hearing about penguins on melting ice caps. Polar bears dying. They may have taken their vacation in a tent in the backyard this summer. They'll be under no illusions. They'll have to confront tough problems. I'm calling them the Re-generation." The "R" is for reality, recession and resources.
Those in Gen Y are totally different from their Gen X coworkers. In her new book, workplace expert Tamara Erickson looks at what motivates these Millenials.