Gen Y are the future of the workforce but they can get a bad rap. HRM looks at the differences, misconceptions and motivators for your youngest workers
The common perception of Gen Y is that they are lazy, apathetic, demanding, high expectations. But is this really the case? The most highly educated cohort to ever enter the workforce, these 20 to 30-year-olds are actually driven, technologically competent and focused, and they’re looking for a challenge. That sounds like some ideal employee traits.
By 2025 Gen Y will make up 75% of the world’s workforce, so how can you attract, engage and retain these workers?
“The recruiting process doesn’t need to be any different, but it’s about not focusing on just one avenue,” Maurice Fernandes from Ceridian said. “You need to expand out to where Gen Y typically hang out.”
When it comes to advertising and interviewing it’s time to look past some of the traditional means, and let go of outdated rules. The majority of young people are job hunting through social media and connections – they’re on Facebook, Twitter or LinkedIn talking to their connections, not necessarily sifting through job boards.
And, while the general rule is to focus on the role you’re hiring for and not discuss the potential for promotion, Gen Y tend to be focused on where they can go and what the next challenge will be. Give them specifics of what they need to achieve in the job on offer, and in what timeframe, to get to the next step.
“They need to see a clear path to promotion or mobility within the organization and they really value international and global career opportunities,” Fernandes said. “They do require clear goals for the path they’re assigned to and with that they require constant feedback and coaching on how they’re doing,”
So once you have them, how do you keep them?
HR consultant Donna Morano, from Brown Consulting, said Gen Y have a sense of confidence (thanks to their praise-positive parents) that Gen X and Baby Boomers lacked, which can be off-putting if it’s not understood. They’re also very technology focused and are used to immediate information – hence the focus on instant and frequent feedback.
Another area of conflict comes from the fact that Gen Y don’t have a focus on longevity. They’re likely to change employers and even careers much more often than their predecessors.
“Loyalty for them is not necessarily the same as it would be for their parents. It’s important to engage them right from the start,” Morano said. “You want to get them when they join you and keep them interested.”
She suggested getting them involved in teamwork, including opportunities to lead teams. As with recruiting, Gen Y is always looking at the next step so if you don’t keep up with their learning and development you’re likely to lose their interest.
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