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I guess it was inevitable. It started simply enough. We wanted our children to have more than we had growing up. We wanted them to have a better education, more choices, less turmoil, etc. That was great in the 1970s and even in the 1980s, but at some point that trend was bound to spin out of control.

When parents decided to be more like friends than parents, that was a warning. When parents thought coaching children was better than disciplining them, that was a warning. In 2008, it has evolved to parents being the agents and protectors of their kids in ways that are almost unbelievable.

Welcome to the era of “helicopter” and “snowplow” parenting. Here’s some insight to help you recognize if you or someone you know could be classified as either type.

Helicopter parents are always around in some shape or form. For them, the cellphone or their child’s social networking site is a proxy umbilical cord, allowing them to stay connected in an almost stalkerish kind of way. During the elementary through high school years, and maybe even the early years of college, it’s understandable, but these parents continue to make decisions for their children well beyond college. The children never feel they can make decisions on their own.

Snowplow parents are a little different but share the same motive. Their specialty is clearing the way. Ever since Junior was in diapers, the parents have removed every obstacle life might have to offer. If the child fell, they caught him on the first bounce. If their child was being bullied, they personally went after the bully. If teachers didn’t give a good grade, they made sure the teachers saw the error of their way. If their child didn’t make the team, there would be a lawsuit or a fight at the next PTA meeting.

How these two types of parents have affected the workplace would almost be comical if it weren’t real. College recruiters talk about parents showing up for the interview instead of the child. I have had parents meet with me, demanding that I defend the reasons we had to release their child. If their child has a bad performance review or doesn’t get a raise, the child doesn’t say anything; it’s the parent calling.

This has affected recruiting and retention rates so heavily that it’s becoming a defining characteristic of Generation Y. The greatest repercussion for these kids is their inability to have a constructive conversation when times are difficult or their work productivity is down. Instead of dealing with their manager’s feedback, they quit. Instead of seeking to improve themselves, they call their parents.

To win them over isn’t easy. It takes focus and perseverance on the part of the manager and the company. You have to be willing to compliment as much as you correct. To not address the issue internally and culturally within your organization will ultimately hurt you and your company more than them.

Nick Reddin is the business development manager for Manpower Inc.’s Des Moines office.