Some people blame Sesame Street. Some say it was Mr. Roger’s fault for telling all those kids that he liked them “just the way they are.” Whatever the reason, it seems that Gen-Ys – the offspring of Baby Boomers – need to be treated with special care (dare we say TLC?) if you want them to stay engaged in their job and loyal to your company.
What’s so special about Gen-Ys? For one thing, Gen-Ys (also called echo boomers and millennials) expect their jobs to be as technically advanced as their personal lives. They have no patience for out-of-date office equipment, and they don’t understand the notion that laptops and smart phones are perks that need to be earned.
For another thing, Gen-Ys hate to be ignored. They don’t appreciate having rules imposed on them from above. And they don’t understand why decisions affecting them are made without their input.
Gen-Ys are not the same employees as their parents. And, even though they constitute only about 5 to 20 percent of the workforce in the average company, they can’t be ignored. Because like it or not, Gen-Ys influence the workplace culture more than any other group of employees. They are a force to be reckoned with, and they’re here to stay.
So what do you do? Experts suggest (certainly not order!) that you:
1. Provide a lot of support and feedback for your Gen-Ys. Annual or twice yearly performance reviews are not enough. And remember that even negative feedback is better than appearing to ignore them.
2. Consult Gen-Ys before making decisions that affect them. Making their concerns part of the process will go a long way to creating loyalty.
3. Provide opportunities for leadership roles, even if it’s something as basic as sitting in on important client meetings. Talented Gen-Ys who perceive your willingness to put them on the fast track to management careers aren’t as likely to jump ship as those who feel they need to deal with an archaic hierarchy.
So keep up the good work and carefully consider these suggestions — after you’ve solicited the input of any employees under the age of 30. Mr. Rogers would be so proud!