Generation Y- those born in the 1980s and 1990s, have been
called all sorts of names; greedy, uncultured, lack patience, an instant generation
and such like terms. However, part of the reason is that the older generation
of managers do not know how to manage this new cadre of workers, who want to come
to work with jeans, and wear headphones, and be constantly chatting on their
smart phones. Here are three ways you can easily manage this generation:
1. Provide meaning
for the job.
Make the work meaningful, beyond the salary. How does the
job connect the with Gen Y aspirations,
beliefs, and sense of fulfillment? For example,
many Gen Ys want work that positively impacts the community. Does your job help
them reach these goals?
2. Be Open to
channels of communication.
In an age of instant communication, Gen Y value feedback,
and would like the organization to be more open, instead of letting the company
information only reside with a few company gatekeepers.
3. Treat them as
consultants, not employees.
Job hopping is the new norm. The average stay in a job is
now less than five years, unlike previously where one would be with the same
employer for virtually all their lives. Just as employers are not loyal to
employees, employees will also not be loyal to any one single employer. So,
treat the employees more as consultants who sell their skills to the company,
and might leave at a moment’s notice, rather than long term employees.
In the end, Generation
Y workers value the same things that older workers value; a sense of
meaning for their job, a job that builds their skills portfolio, and being able
to communicate with the decision makers in the company effectively.
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