Gen Y (aka Millennials) research focuses on three significant challenges
are the drivers to attracting and recruiting this
drives this generation to want to stay at an employer
longer versus looking around for another job?
are the drivers which make this generation want to
leave an employer?
gather information we used a variety of methods which differentiate
our research from the traditional one-mode survey. We used:
and Workplace Motivators Assessments
surveys are helpful in achieving worthwhile discovery, it is without
doubt that we made our most significant discoveries through one-on-one
interview and focus groups. We talked with more than 100 Gen Yers
to find out how they really view work, feel about their roles at
work, think about bosses, expect for their future growth, and overall
issues about their real expectations of employers.
we administered two highly validated assessments to identify the
primary workplace behaviors and motivatorsintegral to ensuring
right fit hiring. Identifying motivators is critical to ensuring
that hires fit your culture, particularly since this generation
is significantly impacted by desires mostly unique from other generations.
from interviews shed incredible light on ten significant trends
in terms of how to successfully recruit, manage and retain this
generation. Our findings reach far beyond mere aspects of communication
and how differing generations can get along in the workplace.
are just three of the trends we uncovered:
Desire for Significance. Boomer have worked for 30 years to achieve
success and now are turning their energies to achieving significance.
Gen Yers, however, wont wait for twenty or thirty years
to feel like theyve made an impact. They want to achieve
significance now. Employers must rethink job design and provide
innovative opportunities to have a significant stake in the outcomes.
Zealousness for Improvement. Status quo will tempt them to go.
Status quo is contrary to all they have ever been taught. They
were urged to question everything; to constantly think about possible
improvements and enhancements, ways to make things better, faster,
more innovative. Employers must teach their managers how to effectively
engage their thinking and more effectively listen to their ideas.
is a Must. This is a generation that intensely dislikes to be
micromanaged. Not because of their dislike for oversight, but
more from the standpoint that micromanagement conveys a lack of
trust; and that is a red flag for this generation. Trust is a
must. Employers must work on ways to create stronger trust at
all management-employee levels and between teams and departments.
Expect this generation to have a much greater sense of self-management
than previous generations.
learn about all ten trends and solutions for taking positive actions,
look for our forthcoming bookGenBlending: 10 Surprising Trends
About Generation Y that Will Make or Break Your Business.