Here Comes The Next Generation

There are more than 120 million member's part of Generations X and Y and they will soon be taking over the workforce. Findings from studies on these groups of young people say that they are very different than any of the previous generations, and that companies and organizations are not quite sure how to meet their needs as they move into retiring Baby Boomer's positions.

I am part of Gen Y (aka: Millenials, Echo Boomers, Baby Busters, Digital Natives, Slackers - I'm not sure about this one. It seems contradictory since we're also called high achievers). I was inspired to write this entry after reading an article about me on the front page of the Star Tribune this week. I read this article and was surprised to read how right on the conclusions made about myself were true. "They want to work when it's convenient to their lives - not punch in at some 9-to-5 job and be stuck sitting in a cubicle. They relish a challenge more than a paycheck, and resent it when bosses look over their shoulders or fail to reward them for a job well done." (Crosby, Jackie. "Younger Workers Want More Than A Paycheck." Star Tribune. 21 Oct. 2009.)

Our generations are considered slackers when compared to past groups. This generational nickname has caught on because our new demands: we do not define ourselves by our job like previous generations, we demand a work-life balance and will not work a crazy long hour work week and on average people under the age of 30 spend 20 months on a job.

A conference was held this week at the Minneapolis Convention Center and more than 200 attendees from seven states came to the event to share strategies for recruiting, retaining, managing and marketing to Gen Xers (aged 28 to 44) and Gen Yers (14 to 27).

How I Believe Companies and Organizations can Recruit, Retain, Manage and Market to Gen Xers and Yers:

• Develop good first day/week employee welcome traditions. If an employee feels included and important right from the get go, the more part of a team and valued they will feel.
• HR departments should teach managers good ways to manage employees of these groups. Make sure they understand that structure, stability, both constructive and complimentary feedback, independence and a willingness to learn new things is important to these generations.
• Companies/organizations should value employee input. They can do this by including employees in their decision making process by inviting them to meeting or creating surveys.
• Workforces should value community service and ask employees to take part volunteer work through them.
• Work places should value education and try to teach these employees new things on a continuing basis.
• Create a fair promotional process and give rewards to employees as they stay long at company/organization. This way employees can see the growth ladder and know their workplace cares about their career development.

Generation X
Numbers: 49.1 million
Characteristics: Anti-authority, highly individualistic. They are the children of workaholics and divorce, and grew up with cable TV and computers.
Raised to be: Self-sufficient
Job requirements: Positive relationships with colleagues; interesting work; continuous opportunities for learning.
Work style: Want autonomy; dislike being micromanaged; want to be trusted to figure out tasks; want to work outside 9 to 5 schedule.
Motivations: A fun workplace; seeing outcomes of their work; constructive feedback.
Turnoffs: Unrewarded loyalty.

Generation Y
Numbers: 73.5 million
Characteristics: Confident, well-educated, digital thinkers, sense of entitlement, needy. They were micromanaged by parents and have never known life without technology.
Raised to be: High achievers.
Job Requirements: Meaningful work that makes a difference in the world; shared values among colleagues; meeting personal goals.
Work style: Want structure and stability; want immediate and increasing responsibility; prefer small goals with tight deadlines.
Motivations: Collaboration and teamwork; social causes; learning new technology.
Turnoffs: Unchallenging work; being dismissed for lack of experience.
(Source: Rock Stars Incorporated by Sarah L. Sladek)