| 02-09 |
Tailoring Motivational Techniques to Different Age Groups: Part IV Linda Gravett, Ph.D., SPHR |
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This month’s focus is on the fourth generation in the workplace today, Generation Y, which is also referred to frequently as Generation Next. This is the age group born between 1977-1985, although some sociologists expand this time frame to 1997 and include the “Millennials”, the cohort born between 1986 and 1997. There are about 80 million in both groups combined! I thoroughly enjoyed interviewing young men and women in the Y generation because of their optimism, candor, and no-nonsense approach towards joining the workforce. This is a group that knows what it wants and has a firm idea of how to pursue those goals. I can understand why some researchers have characterized Gen Y as “Generation Why”. When I asked what kinds of questions they ask potential employers in the interview process, typical responses were: q Why should I follow your dress code? q Why do I need to learn this set of procedures? q Why should I work a 60-hour week? q Why should I automatically call you “Dr.”? If employers don’t have a well thought out answer to questions such as these, their chances of recruiting Gen Y’ers are diminished. Some personality patterns evolved during my research. I found Y’ers impatient when it comes to getting results, for instance. I heard this, or a variation, often: “Don’t give me a bonus check – give me cash. Perhaps technology in our culture has been influential in shaping this mindset. We can get instant access to world events, instant access to cash, and instant access to other people. Many of the people I interviewed were not respectful of older folks simply because of their years or the letters after their name. Instead, what impresses Gen Y is what someone has done – and done lately. If this age group disagrees with someone, they’re likely to say so quite openly, regardless of the other person’s position. I also found the Nexters I spoke with to be highly energized by ideas and willing to take risks to pursue a concept and bring it to fruition. If this age group believes in an idea, product, or company, they’ll commit their efforts. If they’re not “sold”, they will respond with indifference. I hope you’re asking yourself at this point, “How can my company recruit and retain the best and brightest of this generation?” Here are some suggestions based on my conversations: v Tell the truth during interviews. Do not whitewash your company’s problems. v Provide a flexible, fun workplace. Set expectations, but don’t be rigid about how to reach them. v Serve as a role model for workplace behaviors you expect. This group doesn’t tolerate a double standard. v Communicate the diversity in your workforce during interviews. This age group is familiar with and enjoys being around people different from themselves. v Build a web site with details about your company that potential hires can access on their own. v Provide frequent, candid feedback. This is an ambitious generation that wants to succeed and will look to company mentors to help them. v Let Nexters know how their work is supportive of the organization’s success. Be specific. v Offer opportunities for community involvement on behalf of your company. Generation Y has one of the highest rates of volunteerism among the generations. If you’d like more information about Generation Y based on my interviews, don’t hesitate to contact me at Linda@gravett.com. I also recommend a book by the National Association of Colleges and Employers (NACE) titled, The Employers Guide to College Recruiting and Hiring. The NACE web site is www.nace.org.
(Click here if you would like additional information about this article or would like Dr. Gravett to contact you.) My favorite online recruiting sites:
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