Dear Merry,
As a Senior Director of Organizational Development in a large global company, I am used to dealing with issues related to supporting a diverse, global constituency. But right now my concern is at home in the US. When I look at our employee population in the US, the developmental programs that we have offered over the last 5 years work very well for our mature population, but are far from a homerun with our new joiners.
Is this new generation really that different?
RESPONSE: Engage them From the Start
Dear Executive,
Generation Y is different. They have a different approach to work - and they require and deserve new developmental programs! The situation you describe is very common today in particular, because it is the first time in history that the US workforce has had four different generations working together. Plus Generation Y is unique. What worked for the Baby Boomers who, generally speaking, "lived to work - does not work for the new joiners coming from Generation Y who "work to live .
Many of my clients are seeing the same trend that you are. They are finding that their time-tested developmental programs are falling short when it comes to Generation Y. What I understand from these clients is that young people come into their first job with the idea that it is just that - a first job. They do not hire on with the idea of joining the firm and staying. This is very important to bear in mind when you are making your work plan - retention of young people just out of school is not what it once was. I also hear from clients that this generation has a consumer mindset - they were consumers from a very early age. They are a generation of day care kids who received special help for everything from infant swimming lessons to special classes to help improve SAT scores. These young people come into the organization with this consumer mindset and expect that they will have special support including coaching, from "day one in your organization.
Generation Y has different needs, expectations and a completely different approach to work. Unlike prior generations, the typical Gen Y'er does not feel a report with a deadline is necessarily a higher priority than a soccer game.
I don't have a magic bullet for your programming challenge, but here are some ideas:
1) Create programs tailored to Gen Y new joiners. They will expect this special support and receiving it will increase their engagement early on.
2) Gen Y is very skilled at multi-tasking. They handle technology much more proficiently than prior generations and they excel at collaborating to solve problems. Keep this in mind as you build your programs.
3) One of my clients leverages the strengths of Gen Y by creating mentoring programs that pair Baby Boomers with Gen Y - they realized that each has something to offer the other. Generation Y mentors the Boomers on how to use and leverage new technologies and group collaboration, while the Boomers mentor Gen Y on client expectations, process and company culture.
The world is changing and so is our workforce. I suggest that you keep the programs that deliver results and look to add new programs directly targeted to your new constituency. Start by doing some survey work - formal or informal. What I've learned about Gen Y'ers is that they'll be happy to tell you what they need and want.
Dare to Deliver!
Merry
Merry Marcus
President
www.breakthroughconsulting.com
Copyright 2007, Break Through Consulting
