We often heard silent sighs from employers that the new generation that is entering the workforce nowadays is difficult to understand and hard to handle. “They are so different from us….they lack discipline, commitment and are always on Facebook….” Sounds familiar?

So, who are in this new generation - Gen Y and how do employers deal with them?

It was said Generation Y workforce are those born between 1978 and 2000. Sometimes, they are also called the Millennials. So basically, we are talking about people who are in their 20s now. As in every generation, Gen Y has its own unique characteristics. This is the generation that is familiar and grows up with internet, mobile phones and digital cameras. Due to such background, they often exhibit the following traits:-

• Tech-savvy. Technology is part of their lives and they have to be plugged-in 24 hours. Their first preference of communication is through email, text messaging and online chat, rather than face-to-face contacts.

• Higher expectations. They live in a digital age and therefore, a sense of immediacy is expected. Their expectations of services and relationships are higher.

• Not afraid to challenge authority. With easy access to information, they know their rights better and therefore not fearful of asking questions and questioning authority.

• Attention-craving. They crave for praises and assurances for their accomplishments.

• Multi-channelers but restless. They are able to focus on a few variables at one time and would find concentrating on one subject for too long a rather boring activity.

• Care about what their community says. They get information from one another, not so much from the media or official authority, and they take their network’s recommendations seriously.

• Value “experience” more than anything else. They do not want to be told what to or what not to do. They want to experience the world for themselves and make their own assessments.

• Start career or family later. They are not in a hurry to settle down in a long-term career or start a family and have kids. Some of them would not even mind staying with their parents/family until their early 30s. And talking about giving allowance to parents? Oh, they don’t have to because their parents usually have no problem fending for themselves.

With a better understanding of the Gen Y’ers, employers would need to plan out their recruitment strategy, job scope and human resource policies differently.

How can employers maximize the potential of this new generation?

• As they have high expectations of their employers, watch out for the type of managers on top of them. They would need managers that are fair and have the ability to get engaged/involved in their career development. They prefer you talking “with” them, and not “at” them. Leaders that come across as sincere and authentic would appeal to them.

• As they are multi-channelers, they are able to multi-task pretty well.

• Challenging tasks appeal to them besides preventing boredom. Bear in mind, they are not the type that would just take orders and not ask question. They want ownership and control of what they are doing. Get them engaged in projects, set goals for them but leave it to them on how to get the work done. They would thrive!

• As they seek meaning in whatever that they do, giving them immediate responsibility would engage them as they are always looking out for opportunity to excel.

• They would enjoy honest and regular feedback and do not mind direct confrontation.

• Any rules or policies introduced must make sense. You cannot force them to follow if they cannot see the rationale behind these rules.

• And flexi hours would appeal to the Generation Y’ers, so include that in your recruiting strategy.

Source:

The Working Gal »