12/ 26/ 2005
by Judy Artunian
If you've noticed that today’s young employees tend to be a different breed from those who came to work for you 15 years ago, you aren't alone. Many business owners are both delighted and frustrated by the latest crop of high-school and college graduates.
On the plus side, those born between the late '70s and the mid-'90s make up the most technologically savvy generation in history. Dubbed by some as “Generation Y,” they're quick to learn new software and are generally open to streamlining workplace systems.
While not every Generation Y worker is identical, most of today’s young employees tend to crave variety. While young hires in years past might have been content with an inside sales job for a year or more, their Generation Y counterparts may start to get restless within months. They see slightly older colleagues traveling to trade shows or participating in strategic marketing decisions and ask, “Why can't I do that?”
If this impatience is puzzling, it might help to understand the roots of the Generation Y mindset. Many young people grew up being shuttled from one activity to the next. They learned to carry on a phone conversation while perusing Web sites, making them masters of multitasking. It’s no wonder, then, that they expect their jobs to offer a smorgasbord of experiences. This group also grew up hearing their parents and other adults talking about layoffs and career changes. Therefore, they don't expect to stay in the same job for decades. Many are anxious to take on new responsibilities, so that they can move onto a higher-paying position as soon as they're ready.
If you have to turn down a young professional’s request for more responsibility, you can soften the blow by reminding him that the work he is doing now is meaningful to the organization. Explain in concrete terms how his network monitoring duties or hours on the customer support line are furthering corporate goals.
Be equally concrete about rules. Many Generation Y folks were raised to assume that rules can be arbitrary. That means you must be clear on their first day of work that all rules, procedures and deadlines are final. The first time they bypass a procedure or miss a deadline, make sure that they face consequences.
A Generation Y employee is more likely to embrace his job and feel a sense of loyalty to the company if you've taken the time to know him as an individual. Experts say that many young people crave this kind of recognition at work because they grew up around adults who didn't have time to embrace their individuality. That doesn't mean that you should become buddies with your 22-year-old workers. What it does mean is that you could reap benefits if you carve out time during breaks and over lunch to chat with them about non-work topics that they care about.
Today’s young workers expect their jobs to fit into their lives, not the other way around. That knowledge can come in handy if your competitors are offering salaries or benefits packages beyond your means. Some job seekers in this age group will forego a higher salary for the opportunity to work flexible hours.
If all of these considerations make today’s young adults sound like high-maintenance employees, remember that every generation brings a new twist to the workplace. Who wouldn't want a generation of workers not rattled by software glitches?
