I'd like you to reflect on Gen-Y who seem to think and work quite differently than the generations that precedes them. And the concensus opinion seems to be that Gen Ys are wired differently from the rest of us.
Generation Y is the fastest growing segment of the workforce, growing from 14 percent to 21 percent over the past few years. Gen Y is young, independent, wired differently than any other generation and supervising folks old enough to be their parents or grandparents.
Generation Y is changing the face of the business world as we know it.
Employers are beginning to recognize the value of Gen Yers and are examining new ways to recruit younger workers. Joe Hammill, director of talent acquisition for Xerox says, "Gen Y is very important. Xerox and other Fortune-type companies view this emerging workforce as the future of our organization."
What sets Gen Y apart?
Generation Y is more diverse than any generation before it. One in three is not Caucasian, one in four lives in a single-parent household and three in four have working mothers (OnPoint Marketing and Promotions). And Gen Yers are exposed to more foreign media by the age of 10 than most baby boomers see in their lifetimes.
Above all else, Gen Y also grew up with a massive amount of technology right at their fingertips. Youngsters these days are performing Google searches before they are potty trained. To Generation Y, the internet isn't new, home computers always were, and the Jetsons lifestyle doesn't seem too far in the future. But the major player in Gen Y's technological boost to career stardom may surprise you: video games.
Boston.com conducted a nationwide survey of about 2,500 business professionals with a goal of distinguishing between those who grew up playing video games and those who did not. According to Boston.com, professionals who grew up playing video games make better business people. They are more serious about achievement; more attached to the company they work for and the people they work with; more flexible, persistent problem-solvers; and are more willing to take only the risks that make sense.
Different? Yes! The challenge to organizations is to quickly figure out how to capture their talent and keep them challenged. Those that do, will likely find themselves with a cadre of "game changers" that will have a significant positive effect on their future. Keeping them challenged is the key. success at finding the right people and keeping them challenged and motivated has always been important, but with this diverse, motivated and capable generation, that has never been "in the box", providing them with "outside the box" challenges may be the key to retention and loyalty.
