The young people of Generation Y, also called Millennials, were born between the early 1980s and the early 2000s. This generation is made up of approximately 50 million people. They were raised in a different way than their parents, and since childhood they have always been told that they could do anything in life. As a result, in some ways, generation Y has built a reputation for narcissism and spoiled: often these young people believe they have a right to everything and are characterized by a poor work ethic. On the other hand, they are known for being good with technology, as well as being sociable, optimistic, and good at doing multiple things at once. To know how to work with Millennials, being a good mentor is a valid strategy; avoid confrontation, offer a structured and sociable work environment, provide feedback that makes them feel valued colleagues and employees.
Steps
Part 1 of 3: Getting More Achievement from Generation Y Youth
Step 1. Define professional expectations
It is important to provide concrete examples of what is expected of them in the workplace. Make sure they understand the tasks you assign in detail. Offer constructive criticism and praise at the right time: they prefer to get a clear idea of what they need to do and how.
- In some ways, young people of Generation Y are used to having the world in their hands, with everything served on a silver platter before they even begin exploring it. In principle, they find options constantly and everywhere. Regardless of the assignment they have to complete, they get a better idea of professional expectations if they are clearly defined, limiting the creative paths they might imagine.
- A written job description can help these young people fulfill their assignments while meeting professional expectations. They are very good at quickly reading something and following the instructions, even if, we repeat, the rules must be defined from the first moment.
Step 2. Communicate more than necessary through feedback, rewards and punishments
Again, they expect absolute sincerity and truth, nothing but the truth. And they know how to manage it. They want to know exactly what is expected of them and what you think about their performance. You should reward or punish them accordingly. If you don't update them and neglect them, they will feel they have no direction to go or purpose, and this will likely reflect on the performance (which could therefore be negative).
- When an employee shines with a good performance, not only is it important to tell them, but you also need to let the whole team know. Generation Y young people tend to develop close interpersonal relationships, and if Cristina got a promotion while Luigi didn't, then the team will want to know why. Be direct. It explains exactly why the talented Luigi was never beaten by Cristina, and how everyone else could follow his example.
- Rewards and punishments are of some importance to these young people. Not only do they let you know if they work well or not, but they confirm what they think about the job. But when it comes to punishment, be sure to support your logic as clearly as possible.
Step 3. Treat them as if they are key staff members
From childhood, they are used to giving a personal opinion and forced to make their own decisions. In general, they have always been treated like adults, so they think they have something more to offer the company, they don't just need a job. If you treat them as if you consider them important, they will be happy to continue collaborating with you.
- Include these young people in discussions regarding work assignments. Encourage them to offer opinions and ideas. Resist the urge to treat them as if they were children, especially if your own children are around this age.
- Ask colleagues in this age group to offer input on how to improve the workplace technologically. They are often up to date on emerging fashions.
Step 4. Whenever possible, give them prominent assignments
These young people have skills. They know how to do their job and have no problem completing it. For this, they believe that their profession should also reflect their skills. When you get the chance, give them a task that has an important purpose. They will carry it out because they will believe it.
- In any case, we all know that sometimes you have to dedicate yourself even to boring and mundane tasks. In this case, he explains that they too must be completed to increase the firm's competitive advantage. These assignments also have a purpose and a meaning and can help them understand that, while they are of little consequence, they still matter.
- After assigning a task, allow these young people to work independently, but be available to answer their questions.
Part 2 of 3: Being the Ideal Boss
Step 1. Try to understand their goals, because for these young people, work is everything
Generations ago, work was an end in itself. You would go home to your family, which was of prime importance. Nowadays, things have changed, and work has become the life of many young people. When these kids go to a party, they are defined by their profession. Their title is everything. Work determines their happiness, and the opposite is hardly the case.
- Everyone is motivated by different factors. Some employees will go crazy if they find healthy food in the company canteen, others will prefer to work independently. As you build close relationships with them, you will be able to understand what they aspire to professionally (which is often their life).
- Make an effort to get to know colleagues of this age to find out their goals and the role they would like to play in the workplace. Open up to the ideas presented by Millennials, however different they are from traditional business customs.
Step 2. They must have the opportunity to have their say
These young people have been taught to make their voices heard, raise it if necessary, and intervene if they are not happy or need to make a change. They are characterized by a boldness that was lacking in previous generations, especially in the workplace. So, when having a meeting, ask for their opinions. They often have something important to add.
Not all of their ideas are conventional, but remember this isn't bad. They often have insights that would never occur to past generations. They know the technology inside out and can quickly offer ideas that actually have the potential to improve the business
Step 3. Become a mentor
These young people are looking for meaningful personal relationships. This is true for the boss, colleagues, and even in regards to one's relationship with the job itself. If you are a mentor, you can help them feel important and point them in the right direction. They are still young and malleable: you could intervene to shape their skills and make them exceptional.
Models behaviors and expectations in a professional environment by demonstrating in great detail how a task is to be done. Since these young people do not have much work experience, offering resources will help them complete their assigned assignments
Step 4. Address them using a positive and supportive tone
Be optimistic and give constructive and regular feedback. Avoid being argumentative towards them - they won't respond well. Because they want to be seen on the same level as others, they prefer to speak respectfully, regardless of the topic.
When communicating with these young people, be open and honest. It has been shown that this group responds well to transparency. However, criticism must be given constructively. Try to speak positively while telling the truth
Part 3 of 3: Understanding the Passions of Generation Y
Step 1. Offer other incentives besides salary
More and more Millennials are not looking for particularly large paychecks. While they demand higher pay than their parents, they are mostly looking for adventure and fulfillment.
Give them the chance to participate in corporate travel, especially abroad. Insert a bar counter in the meeting room. Start a charitable foundation where they can help. Allow them to work for a few weeks in a branch. Go beyond the rules, offering experiences capable of reviving the profession
Step 2. Remember that these young people have many ideas and would like to have independent experiences
Google allows employees to dedicate one day a week to their side projects. Disney has a similar initiative, in fact their workers have time to take care of the so-called Happiness Projects. Millennials shape the future, so you have to let them do it. Don't forget that the work is all for them.
Furthermore, their work is their trademark. And their trademark represents them as people. Pretending that they dedicate 110% of their commitment to your business will not satisfy them. However, the positive side is not lacking: there is no clear line between home and employment. They might work at 9pm on a Saturday night. In fact, they have no problem letting themselves be absorbed professionally every day, at any time
Step 3. Add a touch of freedom and fun to the workplace
These young people have no intention of locking themselves up between four gray walls from 9 in the morning to 5 in the afternoon. I am looking for an exciting and exciting job. While you can't offer safaris in Africa, you can guarantee unusual experiences.
- Encourage them to participate in staff activities both inside and outside the workplace. Office parties and volunteer opportunities will allow them to have collaborative interactions and learn from older colleagues.
- Set special days: For example, employees might dress differently than usual, attend a pizza party, or attend meetings outdoors, on a picnic. Have a ping-pong table set up in the conference room. Buy a refrigerator that contains foods that young people enjoy. You don't even have to think big - just offer a croissant in the morning to keep your spirits up.
Step 4. Remember this is not a new phenomenon
The expression “today's youth” (often followed by nostalgic statements) has existed for thousands of years. It is found in the Bible and ancient Greek literature. When you were their age, your superiors said the same about you. So, go to meet them, because after all they are not so different from how you were.
When you were the same age, you probably didn't like being limited either. You were looking for adventures. You wanted things your parents didn't own. You had numerous ideas and were hoping for someone to ask you to explain them. As the years go by, desires change. To work with Millennials, remember that they too will grow step by step
Advice
- It has been noted that these young people work more effectively within small groups, preferably characterized by heterogeneous cultures.
- Research carried out in 2010 by the Pew Research Center found that these young people belong to a generation that has received a better education than the others, and will at some point make up about half the workforce.
