SHARIFAH NAZIRAH BINTI SYED OMAR by Nur Fara Siti Nazirah

Challenges facing Generation Y

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Taking them on Hiring, retaining and developing the Gen Y will require some give and take, as well as a customized strategy, which are:

1. Short-term focus, but equally committed

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Gen Y are fast movers. We know they will change jobs, and perhaps even entire careers, many times in their long working lives. It also shows their desire for meaningful, stimulating work from day one, and their lack of interest in traditional career paths that promote slowly. . They don’t mind working. They just think there are better ways to work.

According to Dennis Finn, Global Human Capital Leader at PwC,

‘this generation is as engaged, committed and prepared work

as hard as previous generations’

Strategies to cope with Generation Y

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2. Tech savy, but value face to face

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GenY is known for its intensive use of social media and virtual communication. In the USA, this generation send and receive around

88 texts a day according to research by Pew, and 70% check their phones every hour. With these statistics in hand it’s easy to view this generation as happy to conduct their lives, both professional and private, exclusively through their phones, iPads and laptops. But PwC’s research tells us that Gen Y’s aptitude for electronic communication augments rather than replaces face-to-face interaction. Particularly when it comes to performance and career discussions where personal interactions are still the preferred method.

3.Require recognition, but not necessarily more trophies

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Time Magazine rather negatively dubs Gen Y the ‘trophy generation’ who, as a result of receiving too many participation trophies as children, have a sense of entitlement far beyond that of their older peers. It’s easy to see where this assumption comes from. Just look at games such as Call of Duty and World of Warcraft, which provide satisfying rewards for every action the player takes. So, it should come as no surprise that, according to a study cited by Time Magazine, 40% of Gen Y believes they should be promoted every two years, regardless of performance.

Compromise

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1.Give and take between the Gen X and Baby Boomer managers, and their Gen Y employees is inevitable. Managers will have to accept that these millennials want challenge and recognition; and they want it now. The Gen Y in turn must wake up to the fact that they will never get everything they ask for. They will have to make sacrifices, lower expectations and accept being told what they can or cannot do.

Coaching & grooming

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2.Robust mentoring and succession planning programmes are two-way streets. They fulfill the millennials’ need for recognition and development, and are good practices that organisations which are thinking long-term should have in place.

Engage them on what matters to them

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3.They want to be heard, so communicate with them regularly and open up channels for them to air their views. They also expect flexibility in their work arrangements, that allow them some balance between personal and office time. The environment, and the wider scope of CR, matters to them so think green in terms of policies and programmes.

Empower your talents

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4.Given challenges, the best will rise to the occasion. The Gen Y have a unique perspective on things – you might be surprised by what they come up with.

References

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Reference

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Ge

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Generation Y

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