In Part I of this article, we identified differences between us because of our generation, while recognizing how these differences can provide an opportunity for a dynamic team. Let's take a closer look now specifically at Gen Y and how their differences can be an organizational advantage.
How Gen Y Grew Up
The Millennials grew up differently than either of their predecessors:
* They had more opportunities in all aspects of growing up,
* More knowledge readily available to them and their parents,
* They've been told their whole life they've done a "good job."
* Their stereotype is around entitlement and, ungratefulness and a fear of hard work. In reality though, Gen Y is poised to take on the world.
As a group, Gen Y:
* Is motivated, and desire upward mobility,
* Likes to see where they are going and know what's available to them,
* Are quick learners and want the opportunity to grow and to show what they can do,
* Want to have an impact and make a difference.
Actually, all good qualities; though managing them may require some adjustment in style and use of new skills for Gen X'ers or Baby Boomers.
Solutions for Working Across the Generations
Don't waste time with a Gen Y. This generation moves quickly, is accustom to multi-tasking and doesn't get overloaded easily. Capitalize on this by providing them with early opportunities that include:
* Company training programs, specifically a comprehensive on-boarding course.
* Creation of work teams around Gen Ys and Boomers, to facilitate a natural rapport so they begin to coach one another in their respective areas of knowledge and expertise.
* Communication with everyone they know, in a way they are accustom -- online, IM, text messaging. Gen Y are accustom to sharing personal information and updating their personal pages on their network. Use this extended community to your advantage - give them good things to say about their job, their work and the company.
An area of appeal to both Gen Y and Boomers is a flexible or alternative work environment. As Boomers age and start to think about retiring, or need to meet the demands of caring for aging parents, the option of telecommuting, or participating in a job share is a motivator. This same flexibility appeals to the Millennial - though for different reasons.
Think out of the box in how to create opportunities for these groups to work together by changing the current culture and accepted norms of the work environment. Since many senior manager positions are currently filled by Boomers, it is important to identify ways in which Gen X and Y can move into these roles.
Appealing to Gen Y
With so much discourse around a talent shortage and how best to recruit and retain talent, one opportunity is to identify and recognize rising stars earlier in their career. This can be accomplished by attracting Gen Y recruits by being an employer of choice. Appeal to the Gen Y mentality by providing early career growth opportunities and easy access to company information and job performance success. Companies that know the value of training and know how to help staff resources to be successful, will be successful too in this changing work environment.
Summary
I hope this two-part article provided you with insights on:
* The differences in how we work due to generational experiences.
* What motivates each of us and how to capitalize on it.
* How to work side-by-side and across three generations.
* A better understanding of how diversity between us can have creative results.
Please give me a call if you'd like to talk about your multi-generational challenges, or if you have any questions about your learning or training needs.
Regards,
Ruth Kustoff, Principal
Knowledge Advantage - It's What Works, LLC
http://www.knowledgeadvantage.biz
Knowledge Advantage - It's What Works, LLC helps clients solve business challenges around knowledge management, information dissemination, on-boarding and other training requirements. We identify educational and technology solutions that improve staff retention, motivation, and productivity -- improving individual performance success for greater organizational success.
