To purchase a copy of the book:
Y in the Workplace: Managing the "Me First" Generation
Tips to deal with Gen Y in the Workplace:
" Hands-On" Management: It's time to bring good management back, taking a highly engaged, supportive and "hands-on" approach. Management shifted to a "hands off approach equals empowerment" philosophy with the Xers (because that is what they wanted) but this is not what Gen Y wants. They want managers who are willing to get their hands dirty, take on a mentorship/supervisory role, offer guidance and help them set goals. Not only will this type of management help you proactively intercept problems as they start developing, it will help you keep an eye on the "rising stars" from the pool of younger workers.
Help them keep score: They grew up playing video games (and keeping score). They also grew up getting rewards, trophies and gold stars for just about everything they did. Use this as an opportunity to motivate. Although they seem like they won't do the grunt work, they will as long as score is being kept and they are being recognized for their work and that this will contribute to more responsibility or promotion.
Turn demands into opportunities: The boomers (their managers) raised them to expect the best, stand up for what they believe in and take initiative. This can come off as seemingly entitled and their grand expectations can frustrate managers. Instead of fighting back, turn it around and use it as an opportunity to have them earn what they are asking for, all the while teaching them that hard work = reward and commitment and perseverance = recognition, etc.
Pick your battles: This is just good common sense, and thus good management. Figure out what you really need to work with when it comes to your Gen Yer and separate that from the things you want to change because you do it differently. When you start picking at everything, what you really need to work on just becomes white noise-just like nagging.
Spend time on the "engagement process": Don't just on-board with the company, on-board with the manager and the job/role. If you spend time in the beginning of employment laying out your expectations, what it takes to earn their salary, what is negotiable and what's not, what success means in the managerial relationship, in their role and in their company and spend time helping them with their career trajectory during their tenure in the company, you will be more likely to retain top talent and have a better managerial relationship. Think back to your career-wouldn't this approach have helped you if your boss actually took the time integrating you into the company, the role and most importantly, into the relationship.
Community/Environmental/Global Initiatives: Provide social opportunities and community related (environmental, social, global) initiatives in your company.
Safe Culture: Provide safe culture to make mistakes and for growth.
Gencentrism: Bottom line-every generation has said the next is going to ruin "everything." Sure, every generation has created people who have caused problems and every generation has created people that have changed the world for the better. This generation is no different. They are just people-but a group of people who are open to development, mentorship and training.
Nicole A. Lipkin, PsyD, MBA, is a business psychologist and executive and entrepreneurial coach. She is the owner of Equilibria Coaching and Consultation Services, a business/organizational coaching and consultation firm and Equilibria Psychological and Consultation Services, LLC, a group psychology practice, both based in Philadelphia. Nicole coaches and consults with leaders/executives, entrepreneurs, small businesses and organizations and provides workshops/seminars, coaching and training services for Generation Y employees and those who manage them.
Y in the Workplace: Managing the "Me First" Generation
Tips to deal with Gen Y in the Workplace:
" Hands-On" Management: It's time to bring good management back, taking a highly engaged, supportive and "hands-on" approach. Management shifted to a "hands off approach equals empowerment" philosophy with the Xers (because that is what they wanted) but this is not what Gen Y wants. They want managers who are willing to get their hands dirty, take on a mentorship/supervisory role, offer guidance and help them set goals. Not only will this type of management help you proactively intercept problems as they start developing, it will help you keep an eye on the "rising stars" from the pool of younger workers.
Help them keep score: They grew up playing video games (and keeping score). They also grew up getting rewards, trophies and gold stars for just about everything they did. Use this as an opportunity to motivate. Although they seem like they won't do the grunt work, they will as long as score is being kept and they are being recognized for their work and that this will contribute to more responsibility or promotion.
Turn demands into opportunities: The boomers (their managers) raised them to expect the best, stand up for what they believe in and take initiative. This can come off as seemingly entitled and their grand expectations can frustrate managers. Instead of fighting back, turn it around and use it as an opportunity to have them earn what they are asking for, all the while teaching them that hard work = reward and commitment and perseverance = recognition, etc.
Pick your battles: This is just good common sense, and thus good management. Figure out what you really need to work with when it comes to your Gen Yer and separate that from the things you want to change because you do it differently. When you start picking at everything, what you really need to work on just becomes white noise-just like nagging.
Spend time on the "engagement process": Don't just on-board with the company, on-board with the manager and the job/role. If you spend time in the beginning of employment laying out your expectations, what it takes to earn their salary, what is negotiable and what's not, what success means in the managerial relationship, in their role and in their company and spend time helping them with their career trajectory during their tenure in the company, you will be more likely to retain top talent and have a better managerial relationship. Think back to your career-wouldn't this approach have helped you if your boss actually took the time integrating you into the company, the role and most importantly, into the relationship.
Community/Environmental/Global Initiatives: Provide social opportunities and community related (environmental, social, global) initiatives in your company.
Safe Culture: Provide safe culture to make mistakes and for growth.
Gencentrism: Bottom line-every generation has said the next is going to ruin "everything." Sure, every generation has created people who have caused problems and every generation has created people that have changed the world for the better. This generation is no different. They are just people-but a group of people who are open to development, mentorship and training.
Nicole A. Lipkin, PsyD, MBA, is a business psychologist and executive and entrepreneurial coach. She is the owner of Equilibria Coaching and Consultation Services, a business/organizational coaching and consultation firm and Equilibria Psychological and Consultation Services, LLC, a group psychology practice, both based in Philadelphia. Nicole coaches and consults with leaders/executives, entrepreneurs, small businesses and organizations and provides workshops/seminars, coaching and training services for Generation Y employees and those who manage them.
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