Generation Y: Who fails to deal with them properly, loses!
Happiness beats Money. The Generation Y demands a new working environment. Those who are born between 1980 and 1997, have big plans. Meaning in their work and self-realisation in the professional life is pivotal - and as soon as possible. Companies need to offer more than just jobs to lure them.
Live differently, Work differently
In English Y is pronounced as why. Indeed, this generation question just about everything. Because the Y-representatives have grown up with endless possibilities in everyday life and on the Internet. Your problem is not the limits but it is the limitlessness instead. Why should work and family not be compatible? The Generation Y is also the Generation "Why not?". They are characterised as liberal, creative, independent and committed. These qualities are reflected in their full CVs, they do not shy away from a change of workplace . They are still a gain for companies. The new generation has ideas! They want to bring about change, have a great vision and are ready to invest their heart and soul for it. One's own career is not the focus but to achieve something together as a team instead.
Why should you recruit the Generation Y?
To work towards the "digital native" has other backgrounds. This new generation has no hype - the power of the demography is on their side. We are living in a highly-educated and economically prosperous country, nonetheless, the professionals go into many fields. And they are even fewer, when the strong birth cohorts from 1960 to 1970 retire. 2020 should belong to around 50 percent of all employees of the Generation Y. Companies had better change their views and adapt to the demands of the "millennial generation".
What does that mean for companies?
Generation Y expects more flexibility, short communication channels and self-determination in the method of working. Collegiality and personal development are ranked at the top by them and status and prestige right at the bottom. Therefore, you cannot lure the Generation Y with a large office. "The fixed workplace is out“, even the FAZ, in an article about the new work environment. In return, this generation promises to deliver "incredible achievements". Companies should adapt to the following demands:
Remuneration as a hygiene factor: The Generation Y does not define work as an exchange "lifetime for money". Rather, the job should be as compatible with the private life and own personality.
Open time management: Young professionals expect more flexibility. Open time management of the working hours and home office and longer holidays are paramount. It is essential to have more time for the family and friends.
Partner-like relationship: Mentor instead of boss is the motto, when it comes to leadership. Transparent information for backgrounds, processes and targets as well as a clear communication culture are essential, just like an assessment, which measures the result instead of the working hours. In addition, praise and recognition should not be neglected.
This generation of young professionals is willing to work, growth-oriented and brings clear ideas to the company. A topic that should interest the executive staff, HR- and personnel manager, since the millennials are the talent of today, who will be the majority of the staff in a few years - and are the executive staff of tomorrow.
More than a generation
Of course, the Generation Y is not homogeneous as it seems at first glance. All qualities are (never) applicable for each individual within an age group. The Boston Consulting Group dedicates a differentiated description with the study "The Millennial Consumer – Debunking Stereotypes." , even the blog Recruiting Generation Yoffers interesting contributions to the topic.
Categories: Work-Life-Balance (1)