04/ 02/ 2008
by Shannon McRae
Creative (and affordable) perks to attract younger workers
They were in diapers during the '80s. They had computers before they had cars. And within two minutes they could show you five features you've never used on your cell phone. They're members of Generation Y (those born between 1978 and 1990)--the fastest-growing segment of the workforce.
For small business owners, the challenge is to understand what perks will attract and keep these younger employees, many of whom have no interest in the traditional roles and benefits in American businesses.
Tina Welch, director of human resources for Bellefonte, Pa.-based Restek Corporation, has noticed the change and is working with colleagues to develop a new kind of benefits plan that will appeal to employees of any age. "We've noticed the Gen Y folks focus on a much more balanced approach to life," Welch says. "We're starting to have active discussions about what our policies should look like to address that."
If you're looking for new employee incentives that won't drain your bottom line, try focusing on these areas to attract up-and-coming talent:
Flexibility. Growing up in an era when customization is king, Gen-Yers are used to having it their way. Other colleagues might think this feeling of entitlement makes Gen-Yers spoiled, but it also makes them creative. Many in this generation refuse to live on an 8-to-5 work schedule. Consider offering flexible hours and you'll reap the rewards of a dedicated workforce who gets the job done no matter what--or when.
"We've had an alternative work schedule and telecommuting policy for at least a decade," says Welch, who emphasizes an open-minded approach to setting policies. "Employees don't get to set their schedules arbitrarily based on their own needs. They vary by department and are customer-specific. But it's pretty amazing how flexible you can be when you start thinking creatively."
Responsibility. Today's graduates won't settle for fetching coffee and running the copy machine. "Generation Y workers are looking for opportunities to do meaningful work immediately--especially if they're just coming out of college," says Carolyn A. Martin, Ph.D., an expert on generational diversity and co-author of Managing Generation Y (HRD Press, 2001). "They've been told they can do anything--and they believe it. They want to show what they can do and be recognized for their contributions."
Find ways to delegate responsibility--even just a little. Focus on leadership development, Martin says. If you don't give younger employees the chance to lead every now and then, they'll look for a job that does.
Learning experiences. Think about how much more you know today than when you started your business--Those are exactly the kind of things Gen Y employees want to learn from their bosses.
"Gen-Yers are very entrepreneurial and can capitalize on the experience of working in a small business and learning the ropes," Martin says. "What makes Enterprise Rent-A-Car one of the top recruiters on college campuses is the fact that they teach their young new hires how to run the business from the bottom up. It's like getting a real-life MBA. Any small business can do that, too."
NFIB.com Want more ideas on creative incentive programs? Visit "Other Benefits" in the "HR" section of www.NFIB.com/toolsandtips.
