We have all heard that Generation Y is coming to a workplace near us. We know they are the techno-savvy, open-minded, never-heard-the-word-no-before kids who we all doted on for the past 20 some years. Born between the years 1980 and 1999 they are children of the Boomers. They have been referred to as Generation Y, Millennials, Echo Generation, Nintendo Generation, and Nexters. Their many monikers match their inherent multi-tasking skills. But what kind of workers are they? What do they expect from the current workplace? Will they be hard to work with and train?
Who wouldn’t want to work with a colleague who is an excellent time scheduling, multi-tasking, goal-oriented individual? A group who knows that all work and no play is just wrong? A generation that appreciates family values, diversity and has a strong social conscience? So what if they have short attention spans, weak analytical skills, and poor communication skills – both written and verbal? How quickly can we bring their professionalism and business knowledge up to par?
Generation Y sees time as currency and want immediate incentives.They live very much in the moment. For most people loyalty must be earned and this is especially true for Generation Y. They need to be lead by example. If they see that longevity is rewarded in a company that would be a good reason for them to stay. The number one reason why they stay or leave a job is The Boss. They want a boss who is close, caring and aware. For previous generations this might be scary as it could sound like they want a mother figure. But in reality, Generation Y wants what we all want in a workplace; they are just more determined to find what the perfect workplace for them.
Generation Y is very aware of office politics and want opportunities to get associated with everyone in the company as a whole.They like to have fun in and out of work. They are very social. You can never give Generation Y enough knowledge or opportunities to learn from. Instant feedback is a must for this generation. Feedback which they can use to improve themselves and their position within the company. Never assume that their silence is acquiescence, ask them if they completely understand you or have any questions. Generation Y wants opportunities for training – be clear and open about what training is necessary for them to advance their careers. Be open to their suggestions as well. This generation does not appreciate lip service. If you say you will be their mentor, be their mentor. And, if you really want to communicate with Generation Y try financial incentives -- such as bonuses, paid training, benefits, etc.
As mature workers we can work best with Generation Y by being transparent and keeping our word. If we want their respect and accountability, we have to lead with respect and accountability. In exchange Generation Y can show us once again or maybe for some of us for the first time, how to work hard and still have fun. This younger generation does appreciate the stability a mentor can provide, but not the predictability. Mix up a routine now and again. Generation Y likes a challenge and a chance to prove themselves.
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