Working with Gen Y-ers

Workers from Generation Y (16-30 year olds) have had different experiences growing up and typically require new management approaches.  Here are some ideas from Alan Ekblad and Timothy Hathaway from their article, “Working with Generation Y,” in the September/October 2010 issue of Exchange…

Establish mentoring as a means of providing supportive direct feedback.
Generation Y-ers have grown up with more parental involvement and structured time from adults (Wray, 2008).  Therefore a ‘community of learners approach,’ where workers are supported through activities such as mentoring, job shadowing, and shared project assignments may be viewed by Generation Y-ers as less intimidating.  They want to participate in tasks and learning experiences that support their growth, are relevant, and can be applied immediately.

Individualize and customize career and growth opportunities.
Generation Y-ers are innovative.  They are used to change, personally and professionally, and have experienced change at home, school, in the community, and at work.  This flexibility is needed to navigate change successfully and to help ascertain a sense of security.  Motivation to remain in a situation is based on movement, however not just upward.  In fact, some Generation Y-ers have no desire to ‘climb the corporate ladder’ but want to feel valued, appreciated, and challenged where they are.

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