In my Vistage Peer Group Meetings in June 2016 in Salt Lake City, UT, we invited a talented speaker, Dr. Gustavo Grodnitzky (http://drgustavo.com/), to speak to us about generational differences of employees, with particular respect to understanding Y-generation. From my notes, here are some take-aways that I thought might provide a helpful launch point for a discussion about facts, fiction, and what to do about multi-generational differences.
# # #
Gen Y generation seeks mentors and growth
They are not job hoppers, but mentor/opportunity hoppers
Money is a threshold, not a scorecard; relationships and cause will trump compensation
Gen Y’s seek a blended life environment
Mentorship
Time
Flexibility
Growth
Relationships
Cause
# # #
For Gen Y’s, consider enabling time off flexibilities such as:
Paid time off (PTO)
Leave with out pay (LWOP)
Discretionary time off (DTO)
For Gen Y’s consider work arrangement flexibilities such as:
comp time
flex scheduling
4-day work week
job sharing
self managed teams
self directed teams
For work environment’s, Gen Y’s want to learn and grow; consider challenges and opportunities for…
Growth
Interest in learning
Relaxed / friendly culture
idea sharing
Relaxed friendly culture
want more responsibility
Gen Y’s appear to have a greater need or desire for relationships at work; foster…
Relationships
Great boss / supervisor
Take interest in ‘entire’ world
Provide and request feedback
Be a friend at work
Opportunities for socialization
Social networking
Gen Y’s are a capable generation that works best when there is a worth cause; find a way to put….
Cause into work, and make it meaningful
Change the world
Change the human experience in the world
Being a part of something bigger than themselves
Having a sense of purpose
I also found a series of reports that I posted on Twitter that provide survey research and more thinking on attracting, hiring, and engaging Gen Y’s in the workplace.
