Generation Y at Work
By Barbara Wulf
As of July 2005, there were nearly 78.2 million “baby
boomers” – a population represented by people born
between 1946 and 1964 – living in the United States, many of
whom have now retired or are nearing retirement. With the
swell of retirements, employers have been preparing for the next
wave of workers to replace them. Enter, Generation Y.
What do we know about Generation Y? How do
employers motivate and retain Generation Y? As a baby
boomer, I know a bit about the Echo Boomers as I have coached a
few. I have also raised two of them, and now they are all
grown up and ready for work. Gen Y is generally defined as
Americans born from 1977-2002. The millenials or internet
generation is challenging businesses to find a different approach
to attract and keep the Gen Y at work.
Gen Y’s may wear flip-flops to work and listen to their
iPods at their desk. (Personally speaking, I have had a
houseful of these items.) A flexible workplace would be a plus
to allow work-life balance. They do not like ambiguity, but
embrace authenticity. They are serious about their career
progression and would like support to achieve it.
The first wave of Generation Y is just embarking on their
careers. Some strategies that employers are using to manage
them include:
1. Offer a
stimulating, motivating and flexible work environment that allows
multitasking. Most of this generation grew up with TV
and Nintendo. They are easily bored. The rest of the office
will probably enjoy the change as well and morale and production
can get a boost. In a cover story from Business Week, Sept 24,
2007, Dan Black of Ernst & Young said, “If you
don’t make an effort to provide an environment in this
generation can do their best, they’re going to find one where
they can.”
2. Be
honest, clear and concise. They like clarity and
straight talk. Tell them what you expect, offer direction and
tell them “why” you are asking them to do
something. This gives them more of an understanding of
workplace goals and draws them into the organization.
3.
Communication is good, but remember, with
brevity. They like to move on it and long, drawn out,
wordy speeches and memos will not get the results you
want. Remember, communication involves listening.
4. Give
them personalized feedback. They do not want to be
ignored. Tell them how they are doing and offer a routine
dialogue on their work performance and career progress. Do not
leave them in limbo.
5. Tell
them you value their contribution. Offer
encouragement and feedback. Remember, we were 22 years old
once upon a time and launched our career with more seasoned
employees under a scrutinizing eye.
6. Offer
mentorships, be a mentor. This opportunity was not
talked about at work in the past and most mentorships occurred as a
hit or miss or informally. Today, mentoring can be a growing
opportunity for both parties and help with retention of newer
employees.
Many Generation Y workers will strive for work/life
balance. It’s a lofty goal but something that many of
their parents did not have as they worked long hours, worked
weekends, traveled extensively for work, returned to college or
worked multiple jobs. They were the kids at home or at
daycare. This generation wants to work smarter to avoid the
stress of overextending themselves when work and home become a
blur.
