Generation Y at Work: Relaxed outfits, easy excess, earphones screwed into the ears, smart phones always by hand. They invade your companies, here is generation Y. But who really is this generation Y? How does it perceive the company? How to evolve management?
Generation Y: Who is it?
- Generation Y consists of people born between the early 1980’s and the early 2000’s.
- This generation, also called digital native or net generation, is different from the previous generation.
- The generation before agrees that “The young generation Y want everything right away”.
- And in fact, the advent of digital technologies has accustomed them to get immediate satisfaction.
- Different management in companies, the search for a particular quality of life, new ways of communicating, the generation called “Tan-guy” drives the change of habits that have been anchored for decades.
Generation Y at work, How does she see the Company?
- Their favorite phrase is “I like my job but I have a life outside and I expect my employer to accept it”.
- Generation Y youth do not place work at the forefront. They seek a better quality of life, reconciling work and personal interest.
- They are mobile, are not afraid of change and are not necessarily attached to the company. Rapid progress, more flexible schedules, continuing education, freedom and autonomy are their watchwords.
- Their essential expectation in their work is the “give-and-take”. They advocate fairness between what they think they give and must receive from the company.
- The next generation seeks a local management in which it is up to the manager to meet his needs and provide him with the keys to progress.
- These “Tan-guy” communicate directly. They usually express their opinion quickly and easily on social networks. They therefore expect to be able to communicate often, simply and directly with their hierarchy.
How to manage and retain them?
Have a quality technological environment whether it’s getting information, exchanging or collaborating, young people have become accustomed to accessing their desires in 1 click.
Give them innovative tools to get there. A collaborative platform, like the one developed by Incentive, allows them to exchange in real time with their collaborators. Exchanging videos, ideas, sharing opinions as easily at work as in their personal lives will allow them to stay motivated and therefore loyal to your business.
Talk to them “Cash”
As mentioned above, digital natives are used to communicating directly. They want a close and informal relationship. “The manager is much more perceived as a coach, a mentor, than a mere hierarchical authority. These young people need to value their manager and trust him, “explains Julien Puget, author of the book” Integrating and Managing Generation Y “. It is therefore necessary to promote transparency with them and to give them regular feedback.
Develop stand-up meetings
Think agile management, which better corresponds to the mode of operation of this generation. Promote the minimization of useful work for simplicity. If you want to get an idea of what agility is, we invite you to read the Agile Manifest , simply replace the terms “features” and “software” with “project” to understand what the Management agile.
Avoid long meetings around a table and organize “stand-up meetings”, that is to say, small meetings, maximum 15 minutes, where all the participants remain standing and which allow communicating on the “Status of projects. Shorter and more dynamic, stand-up meetings will keep all your employees attentive.
Generation Y youth are no more demotivated than other generations to work in the company. They need to feel involved and have a strong need for recognition. A good way to involve them in the results of the company is to organize challenges, especially for your “Next Generation” salespeople. The challenges will motivate your employees on a daily basis, having clear goals will give them a vision of what they need to accomplish for the company.
Privilege the Result
Generation Y is in real demand for more flexibility and flexibility on the part of their manager. Focus on results; communicate on their work by showing them how they are contributing to the company’s progress. Be flexible about your employees’ schedules; let them leave early if they need them. By doing this, you will show them that you are listening and attentive to their needs. They will be all the more grateful and you will be surprised by the motivation that will ensue.
Generation Y is no more difficult to manage than their elders. Having grown up in a different personal and professional environment, she just has different expectations. By adapting your management slightly, you will find that you are very easily able to satisfy this generation waiting for instantaneous. To learn more about Generation Y management, look at our webinar: Generation Y: How the manager?