I marvel at young reporters who file stories on deadline while sipping a cappuccino in Starbucks. The concept of working from anywhere at any time is second nature, something they never question. It's an option my generation never had when we came on the work scene, when laptops, Wi-Fi and compassionate bosses were scarce.

Now, here we are, the 30- and 40-year-olds who make up Generation X, managing the 20-somethings as their supervisors and mentors, and trying to figure out why they have such a different attitude about work and what to do about it. Most of us haven't really thought about the important role we play in molding this new generation of workers.

From their first entry into the workplace a few years ago, Gen Y has bumped up against corporate cultures steeped in the chained-to-your-desk mentality.

Nationally, advocacy groups are putting up a good fight to coax workplaces to be more accommodating about where and when work gets done. The White House even launched its own push for flexibility. But Gen Y consistently says its biggest obstacle is managers who can't let go of the need to exercise authority over employees -- in person.

Jaret Davis, 35, a partner at the law firm Greenberg Traurig, considers himself "a bridge between two extremes." He's smack in the middle of younger attorneys who want flexibility and work life balance, and older lawyers in top management who want to preserve a corporate culture where tradition and face time is valued.

"The Gen Y perspective is not foreign to my generation," Mr. Davis said. "We came with the mind-set to work hard, do what it takes, but we're open to Gen Y who looks at it as, 'How can I work hard and master my craft while not sacrificing my life?' "

Mr. Davis says he's working with young lawyers at his firm to figure out how to tap into innovations that would give millennials flexibility and still get the work done.

Gen Y is telling us it is not going to put up with unappreciative workplaces and arrogant bosses. My generation is smart enough to realize companies need young workers to keep them relevant in the digital age.

We need their perspective, energy and know-how. We are the current and future bosses who will try to hang on to Gen Y workers, incorporate their ideas and work styles and make sure they advance.

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