They’re called Generation Y. They’re younger workers, and companies are finding them to be a more restless lot than previous generations. The problem companies are having is to figure out how to retain this younger talent.
Companies are losing these workers because the firms are not giving them the attention or recognition they need, according to business consultants who have studied the attitudes of these younger workers.
The members of Generation Y have grown up in a different environment than older workers, who had to spend their time working on more mundane efforts before gaining the attention of managers. But these younger workers have been conditioned throughout their lives to getting more attention and feedback. To them, this attention is associated with worth. They want managers to spend time with them, set goals for them, challenge them and give them continual feedback. When they don’t get this attention and feedback, they don’t feel as if they are part of the company. And if they feel like they are being undervalued, they tend to quit now and consider options later.
As a result, managers working with these employees need to rethink their management strategies, and if they do, results will follow.
The message managers need to deliver is one of acceptance – that these younger workers are valued and liked. A manager will earn their strong loyalty by doing so.
Other management techniques to look at are how many rules and regulations you have, many of which, to Generation Y, look more than just a little arbitrary. And to them, some of the rules are geared more toward an older generation of workers. Internet use is one example. This younger generation uses the Internet far more than previous generations, using it for everything from socializing, to research, to news and networking. Having an Internet policy that is too restrictive may inhibit their work capability as well.
Another area to look at is flexibility with hours. Allowing employees to work non-traditional hours or by telecommuting may also create a more welcoming atmosphere for younger workers.
This younger generation is challenge-hungry, so giving them more challenges at work will also make work more fulfilling for them. Younger workers also are eager to learn, so implementing a mentoring program also may help in retaining them. Younger employees who excel should also be given the chance to move ahead, and although they may be too young to promote, they should be given the opportunity to take on more responsibility.
Today’s employees — of all generations — are convinced of their value, and increasingly are more than willing to switch organizations if they feel they’re unappreciated. Contact Pinnacle today so that we may assess, design or implement human resources programs aimed at enhancing your Winnipeg, Manitoba company’s employee engagement. We look forward to hearing from you.
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