“That’s it. I’m only going to hire Baby Boomers from now on… Gen Y are just too much hard work”.
It seems that many managers and business owners have reached breaking point with Gen Y. This younger generation, after all, rarely hangs around in a job for long enough to warrant the financial and time investment of training. What’s more, they have a sense of entitlement and a brash self-confidence that is less than endearing to many older managers.
Gen Y: they have been the topic of countless articles, research papers and books in recent years. Workplaces and employers in every sector are finding this group a great challenge to recruit, motivate and retain. This younger generation seems to operate by a different set of rules. Their concept of patience, respect and work ethic can seem bewildering at best and insulting at worst. Is it any wonder then that many managers are asking if Gen Y are really worth the hassle?
Sure Gen Y may pose some challenges to work with. Sure they may have an approach to the real world that can sometimes seem less than realistic. And yet, this group is a generation of confident, well-educated natural networkers. They are innovative, flexible, tech-savvy and most important of all, at home in the modern era. It is, after all, the only era they have ever known.
Clever managers are recognising that Gen Y are indeed an excellent source of creativity, innovation and a competitive edge. Rather than seeing this group as a challenge or a source of frustration, these managers are seeing the potential of engaging a generation who have a fresh perspective, boundless energy and a keen desire to get runs on the board as quickly as possible.
If you are keen to join the ranks of those that are engaging rather than estranging Gen Y, the following three keys should help:
- Put relationship before role Gen Y are a connected generation. Community, relationships and a sense of belonging are at the core of both their online and offline identities. They have typified the old phrase ‘I don’t care how much you know, till I know how much you care’. Managers that can build a strong relationship and genuine rapport with their Gen Y staff will find that this will indeed be the key to gaining commitment and loyalty from this group. They will not be loyal to companies or corporate mission statements, but they are loyal to people and relationships. A far cry from the power and control days of management, those in authority can no longer rely on creating a separation between themselves and those they lead. If you want to build rapport with Gen Y, two tips; be authentic, and be interested. They don’t want you to be like them, they want you to be you. Walk your talk, be transparent, have some fun at your own expense and Gen Y will love you for it.
- Focus on outcomes not process If outcomes are all about why we do what we do, then perhaps process could best be described as how we do what we do. Of course, while both the why and the how are necessary for organisational performance, many organisations fall into the trap of focussing on process over outcomes. They become so obsessed with structure, lines of authority, rules, policies, benchmarks and KPIs, that they lose sight of the reason these processes were put there in the first place. Process itself is not the enemy, but process that seems disconnected to outcomes is. The biggest turn-offs at work for Gen Y are unnecessary structure, excessive bureaucracy and suffocating red tape.
- Give regular positive feedback Recognition is that all powerful motivator. It’s the one thing that babies will cry for, grown men will die for… and Gen Y will work for. Positive reinforcement is the best and perhaps the only way to bring out the best in the people we lead. Look for and ‘catch’ employees doing the right thing and then reward it, rather than ‘catching’ people doing the wrong thing and then punishing it. This principle is certainly a key to engaging Gen Y.Use positive affirmation, recognition and encouragement with this younger generation and watch them thrive. Two quick tips when doing this; recognise them in person (don’t just send an email), and recognise them in public (they love to be singled out in front of their peers and colleagues).
Engaging Gen Y employees may seem like a lot of hard work. It will certainly require an investment of time and energy and a willingness to change and adapt. However, those managers that can embrace the challenges of working with this group will reap the benefits of a younger workforce that is energetic, switched on and hungry to get ahead.
Guest Author:
Michael McQueen is a leading authority and sought-after presenter on the topic of Understanding & Engaging Generation Y.
CEO People Management 