Managing Gen Y – Understand the Workforce of the Future

Beginning this year, the group of people known as Generation Y – individuals born between 1977 and 1995 – will either be full members of the workforce, or they'll be preparing to join the workforce by attending colleges, universities and trade schools. What does this mean for business? Well, leaders can no longer consider it a bonus to be able to understand Gen Y; they'll have no choice but to adapt to this unique generation. That's why those who are skilled at understanding and managing Gen Y in the business world will begin to separate themselves from the pack in the coming years.

A Misunderstood Generation

If you pay attention to much of the media's reporting on Generation Y, you'd think that the group consists of entitled whiners who are constantly looking for a pat on the back. We're told that the generation is lazy, and that for all of their intelligence and mastery of modern technology, they're simply not willing to work for what they expect to be given.

This perception has become conventional wisdom, unfortunately, and many business leaders use this perception to avoid making real adjustments and changes to the ways in which they do business and manage their people. However, the fact that Generation Y will soon comprise a large percentage of the workforce means that those who defy the conventional wisdom will be better prepared for the future.

Leaders who take the time to understand that managing Gen Y requires a new approach will find that they'll improve their relationships with Millennials in addition to the rest of the workforce. Consider the open-door policy that most businesses claim to use. Most of us have learned that this policy is all talk. Managers don't really want people coming into their offices with questions, concerns and ideas, and Baby Boomers and Gen X-ers have been conditioned over decades to understand that you should just keep your head down and do your work.

Members of Generation Y, on the other hand, take leaders at their word when they mention the open-door policy. They have no reason to believe that such a policy would be disingenuous or inauthentic, so they take advantage of it. As a result, managers label them as “entitled” for having the gall to speak up, offer suggestions or ask for something. Something is clearly wrong with this picture!

What Does it Take to Manage Gen Y Effectively?

Leaders need to take on a new perspective if they want to help their organizations succeed in the coming years. They'll also have to alter the ways in which they manage. This might not be easy, but it will become more and more crucial as Generation Y becomes increasingly dominant in the workforce.

Here are some management tips:

• Reconsider the “Open Door” Policy
  Managers need to stop blaming Gen Y for taking advantage of their open doors. Gen Y values authenticity, which is why managers should be clear about their availability for questions, comments and concerns. Simply put, if the door isn't really open, don't tell people that it is.
   
• Be Prepared to Explain
  When managers tell someone, “great job,” most employees will just nod, say, “thanks,” and continue on with their work. When they tell a member of Gen Y, “great job,” they need to be prepared to explain why. When a member of Gen Y asks why they've been commended, he or she is not fishing for more compliments. That person is simply trying to understand what's being done well so it can be duplicated. Managers who can articulate the reasons for giving praise (or constructive criticism) will gain much more respect among Millennials.
   
• Be Authentic
  Finally, managers can develop much better relationships with Generation Y by simply being mindful of authenticity. Leaders need to talk the talk and walk the walk. Gen Y isn't interested in organizational doublespeak, and they don't have any desire to play games. They just want to do good work, and they want their leaders to give them direction that helps them succeed. When managers are authentic, they're more respected and the workplace benefits tremendously. When it comes to managing Gen Y, authenticity should be the keystone of any leader's efforts.

Managing Gen Y is one of the most important challenges in the modern business world. Are you interested in being a part of the positive change that this generation will bring? Consider consulting. Ex3 Matters has a number of excellent consulting resources available. Buddy Hobart's free eBook, “Experience Matters,” contains a wealth of information and the Ex3 Matters Consulting Guides are packed with insights that will help you turn your talents and skills into a fantastic new career.