Generation Y-Not: Retaining and Engaging Gen Y in the Workplace

Scott Span, President, Tolero Solutions

I’m passionate about Gen Y in the workplace. Gen Y is a rapidly growing part of the workforce and they are changing the way we do business. Yet little is known about them and how to get the best out of them in the workplace. Managing generational differences has become an increasingly growing area. In today’s diverse and ever changing business environment, it is imperative to the areas of recruitment, retention and engagement for organizations to successfully communicate across generational boundaries, particularly to attract new Gen Y talent. To not only recruit, but to engage and retain Gen Y, this cross generational communication must start with the first conversation during recruitment and continue well beyond on-boarding to become a part of the organizational culture.

So how does a leader effectively recruit, engage, retain, and communicate with Gen Y? What makes Gen Y different at work? How will those just embarking on their careers work and play? What are the technology and culture shifts occurring in the workplace?

As a Gen Y’er myself, and a practicing organizational development consultant who also does work in generational engagement and communication, I have a few thoughts at what makes my generation different at work. Gen Y’ers believe in a work hard play hard type of environment. This generation doesn’t see the need to be attached to a desk for eight hours a day if they can get their work completed in six. Gen Y want something beyond an all consuming career. They want true work life balance. They believe they can raise their children, spend time with family and social networks, and still meet challenges and achieve goals at both home and at work. If work can be done at home, or a conference call can be had while at a soccer game for their children, they expect that flexibility. When recruiting Gen Y highlight the programs in your organization that can deliver on these expectations.

Per the technology and culture shifts that are occurring (and need to stick in any organization that wishes to attract and retain Gen Y talent), simply put the use of new and up and coming forms of technology are a necessity. Gen Y is used to technology; some were even born with it at their fingertips. They aren’t scared of new technologies and adapt fast to new innovations. To attract, retain and engage Gen Y don’t shy away from using new technologies that enable fast and easy online applications, telecommuting or virtual work environments, or that help contribute to work life balance. Utilize video teleconferencing, Webinars, laptops with wireless access. Technology can be used to encourage group and project based work. Use technology to build in collaboration, create informal team building exercises, and as leverage for positive public relations for your organization.

Regarding culture, open and honest communication and a culture of performance rewards is a necessity. Gen Y believes that communication is key in all directions, up, down, and lateral. To get the most out of Gen Y at work, create an environment where they are encouraged and rewarded for speaking up regarding ideas and concerns, regardless of level in the organization. Add a structured coaching or mentoring program to your organization. Build in monthly or quarterly development check-ins and create a space for discussion. Communication often leads to innovation, increased trust, and engagement. Gen Y has a low tolerance for political bureaucracy and doesn’t buy into the “tenure” or “chain of command” approach .They believe results, not years of service or level in the organization, drive team success. Consider changing the structure of your organization to a more flat model with less hierarchy and more rewards based on merit and performance, not tenure and title.

These technological and cultural shifts are not going away any time soon as Gen Y is a growing part of the workforce, to attract and retain Gen Y attract talent organizations must remain innovative and flexible.

Posted by Scott Span on July 7, 2010. Filed under Retention, Thought Leadership. You can follow any responses to this entry through the RSS 2.0. You can leave a response or trackback to this entry