Alan Ibbotson

Managing Generation Y
May 11, 2007

The three C’s of managing the latest generational workforce.

Much has been said and written about the so called Millennials, Echo Boomers or as they are more commonly called Generation Y in the last few years. This is the generation born between 1978 and 1999. Only in the last three or four years, as the oldest of these young people have turned into the latest generational workforce have the implications for business and leadership begun to emerge. Now, with a few years of managing this generation, studies are revealing number of ways to harness and develop Gen Y talent.

Here are a few basics to remember about this pool of young people from which you will draw for entry level jobs and sales associate positions:

Confidence:

• Upside: In general, Generation Y is more self-confident than any generation that preceded it thanks to the empowerment focused parenting styles of a large majority of Baby Boomers.
• Downside: They often lack the behavioral skills to back up their confidence.
• Implication for you:This generation is used to positive reinforcement, feedback in the moment and very specific and clear direction at all times. What they may seem to lack in interpersonal sophistication they can make up for in effort, if they feel comfortable that they can learn safely. They are highly trainable. Make it easy for them to learn and don’t make them feel stupid if they mess up. Just turn it into a learning experience. And yes, you will need to be patient.

Career Expectations:

• Upside: This is the generation that’s aiming high and reaching for the stars. They’re ambitious, but not at any cost. They’ve seen their parents get burned by a lack of work-life balance and/or get laid off at some point in their careers. Subsequently Generation Y has a maturity of perspective that the rest of us have had to gain the hard way.
• Downside: Their work ethic may not appear to match their aspirations.
• Implication for you: Don’t whitewash a job, or the requirements of it when you hire them. Be upfront and clear about what level of commitment you will need, right down to the hours they will need to put in and what they will and will not be compensated for. Make expectations clear and outline the potential career paths from the outset so that they know what they are working towards.

Capability:

• Upside: Gen Y have had instantaneous input into their decisions from trusted friends, parents and teachers their entire lives thanks to the plethora of technology like instant messaging, text messaging and cellphones. An opinion is never more than a few clicks or a quick dial away. This means that they are naturally pre-disposed to teamwork and collaboration.
• Downside: They can appear to lack independence of thought and initiative. It can be hard for them to solve problems/crises in the moment and by themselves.
• Implication for you: Set up the working environment so that teamwork is encouraged and rewarded. Set team goals. And put the more experienced members of your team in place as team leaders to help coach the newcomers in some of the trickier aspects of the job.

Generation Y are generally idealistic, confident and brighter than they might sometimes come across. They can appear to lack what many of us would call “common sense”. Well, as it turns out, it’s not so common, and it’s not always the only way that makes sense. Be sure to tap into the energy, creativity and enthusiasm of your young talent. They might just teach you a thing or two. Imagine that.

Posted by Alan Ibbotson on May 11, 2007 | Comments (1)