In addition to the 5 tips presented in these article, I want to add key trends discovered and presented in the 2nd Edition Generations at Work by Ron Zemke, Claire Raines, and Bob Filipczak. The most frequent requests of the “Y” Generation (as a group I agree with this list) based on group focus are as follows:
- Help us learn
- Believe in us
- Tune into our technology
- Connect us
- Let us make it on our own
- Tell us how we are doing
- Be approachable
- Plug into our parents
- Be someone we can believe in
Most of these request manifest into some of the guidelines provided in the article. Keeping these requests in mind can help organization effectively use their Generation Y workforce.
As technology evolves over time and the workforce begins to skew younger, it’s inevitable that companies’ strategies for managing their talent must adapt to stay up to date. Many of today’s employees are from a different generation – it’s one that’s not only younger but more independent and brings higher expectations for workplace technology.
It’s vital that human capital management keep pace. This is especially the case now that members of “Generation Y” – the term loosely used to describe those born after 1980 – continue to trickle into the workforce. Many of these employees are accustomed to working in high-tech ways that eschew the traditional “pen and paper” approach. Whereas older employees may be used to notes and file folders, the younger generation often prefers solutions that are mobile and cloud-powered. It’s an entirely new way of doing business.
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