Hiring Gen Y Staff
There isn't a simple answer for either question. We must realize that these latest employees joining the workforce are very different from their parents and grandparents in many, many ways. To begin with, these young people did their teething on hand held devices, electronic games and computers! They never knew a time where there were not computers to solve their problems and entertain them.
They have grown up with "PLAY DATES" and "ORGANIZED SPORTS" where they all won trophies for showing up rather than achievement, rarely did they just go outside to play with neighborhood friends in causal games - they are used to being part of an organized team. Their parents became chauffeurs in minivans and suvs and hovered over them like helicopters, doing their homework and science projects for them, making sure all of their life is organized down to what they wear each day. Don't be surprised if their parents drive them to interviews and come in with them. Most Gen Yer's feel entitled, they don't have a clue about "working their way up" or "paying their dues," they never had to do either.
Because of their rearing, when Gen Y graduates from college, they expect to start jobs where they are given assignments, put in front of a PC and will complete the task exactly as asked, unless otherwise directed. They take direction literally and expect employers to be very specific and provide newest technology and an achievement oriented reward system. They understand being part of a team and will work for the good of all.
Gen Y workers place a high value on Family, quality time with their circle of friends and family and prize leisure time to spend with family and friends above money. Motivating them with a bonus won't be as effective as offering them Friday's off as compensation for reaching goals. Gen Y employees often crave attention and rewards. A simple certificate of merit or a great review can go a long way to motivate and reassure them. They must stay stimulated to stay interested, things move fast for them and down time frustrates them!
Gen Y staff have personal values more like their great, grand parents than their parents. They save more money, place more value on friends than things, prize honesty and character above all things and are generally more truthful. They are quite direct and seldom beat around the bush and subtleties are wasted on them, they need to have clear instruction to function well. They have high self esteem and yet they are often very sensitive and are offended easily.
Managers and employers find themselves changing the way they expect employees to work. FaceBook and Twitter are part of the Y'ers day and will be up on the screen of every pc or hand held device in their area. Trying to limit that use during the workday is like trying to stop the tides, it isn't going to happen. FaceBook and Twitter are like air to the Gen Yer, it will be part of their workday and it most likely is not negotiable. If they are getting the job done, let this alone.. you can't win this battle!
How do you, as an employer win the hearts of Gen Yers? MENTOR them! Take them under your wing, provide coaching and feedback, and let them know they are valued. Promote or reward them for small achievements. Have an open mind and ear to listen to how THEY would do something you have been doing one particular way for years. Let them have input when you can. Don't expect them to be FILO (first one in, last one out of office) rather expect them to be LIFO (Last one in, first one out), don't forget that they value their personal time above all else! Be sure meetings are productive and keep them engaged by letting them have input and opinions. Focus on team building and measurable goals and expectations.
For years employers have offered jobs, given directions in stone and if the employee didn't choose to conform, they were fired. This GEN Y workforce is not like any other, so either employers have to find new ways to work with them or they will find themselves with constant turnover in staff.
Next newsletter, I will discuss helping multi-generational staff find ways to work together as a team.
