Are you guilty of having a work environment that drives away the most promising workers in the
marketplace?
Katherine Spencer Lee is one of my favorite writers. She is a respected author of industry articles and frequent public speaker. Recently she wrote a great article entitled "5 Ways to Make Your Company Gen Y-Friendly" that has some valuable insights that apply to all industries today.
No. 1: Offer attractive benefits. Salary is a key consideration for members of this group, but so are benefits. Growing up at a time when the U.S. health care system is delivering fewer services at higher costs and the future of Social Security benefits is in doubt, Gen-Yers are most attracted to companies that provide first-rate health care and retirement benefits.
No. 2: Promote work/life balance. Nearly 73% of Gen-Yers surveyed said they are concerned about being able to balance a career with personal obligations. Consider implementing specialized arrangements - such as flextime, telecommuting or a compressed workweek - that give employees more control over their work schedules.
No. 3: Narrow the rungs of the corporate ladder. Millennials are willing to work hard, but when it comes to moving up the ranks, they want to do so quickly. When polled for a recent study, 51% of Millennials surveyed believe professionals entering the workforce should have to spend only one to two years proving themselves in entry-level positions. That means you aren't likely to attract or keep talented Gen Y employees by requiring them to spend years "paying their dues."
No. 4: Ensure managers are engaged and accessible. In the survey, Millennials described their "dream boss" as being understanding, caring, flexible and open-minded, as well as someone who is authoritative but respects, values and appreciates his employees. They aren't looking for a micromanager, but they do value good management skills and regular contact with their supervisors; in fact, 35% of those surveyed want to communicate with the boss several times a day.
No. 5: Foster "face time." Even though Gen-Yers grew up with cell phones, e-mail and the Internet, two-thirds of survey respondents selected in-person conversations with their co-workers as their preferred communication method. You'll encourage longer tenures and greater loyalty among employees if you create opportunities for them to interact with others. Consider arranging workgroups in open seating areas, establishing project teams or developing a mentoring program.
Yes, Generation Y is special, but not in the way you might impgine. Often mis-characterized as "different" Gen Y workers, like previous generations the preceded them, are the product of the environment in which they grew up. That environment included plenty of enablers that older generations did not have.
Does it make sense to transport them into a foreign environment where these enablers are not present? How long would you expect to keep them (let along keep them happy)
Ridiculous? Only if you think that you can do without the talent and drive that these newest workers bring to our workplaces.
Think about it, and let me know your thoughts...













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