Hiring Generation Y

Hiring Generation Y
Francesca LaRosa
Empire State College

Author Note
This paper was prepared for Human Resource Management taught by Professor Kathleen Stallmer
Hiring Generation Y

Abstract
With much of the Baby Boomer Generation already retired and the others on the verge of retirement (“64 million retiring by the end of the decade”, (Ivancevich & Konopaske, pg. 59)), Generation Y has become, not only a necessity, but also mandatory for the survival of most companies. Because of this, Generation Y’s know how significant and important they will be moving forward in the business world, and they are not afraid to ensure that the companies they work for know their importance as well. With that being said, it is vital for this company to make the changes necessary to survive and prosper in this changing climate. This Case Study will provide significant evidence and solutions to dealing with this current challenge.

Hiring Generation Y
Understanding Generation Ys is key to the success of a business in the 21st century. If we can understand Generation Ys, we can learn what motivates them and how they can be an asset to an organization; rather than being a challenge, we can find opportunity. Unlike the Generation Xs and the Baby Boomers, the Generation Ys have developed work characteristics and tendencies from doting parents, structured lives, and contact with diverse people. They are accustomed to working in groups and enjoy combining their work-life with their social-life, and so they expect to make friendships at work. Generation Ys have a “can-do” attitude about tasks at work and look for feedback from managers about how they are doing frequently – even daily. Generation Ys want a variety of tasks and expect that they will accomplish every one of them. Positive and confident, they are ready to take on the world. Generation Ys seek a challenge and do not want to experience boredom. Used to balancing many activities such as teams, friends, and philanthropic activities, they want flexibility in scheduling and a life away from work. Generation Ys need to see where their career is going and they want to know exactly what they need to do to get there. This is why they are always up for a challenge, and actually expect one. And since they are the most connected generation in history, they will network right out of their current workplace if these needs are not met. Typically, this would be fine, because honestly, who in their right mind would want to put up with this pretentious behavior? However, considering that the Baby Boomer Generation will soon be non-existent in the workplace, it would be in the company’s best interest to retain the employment of the Generation Ys. So, how do we accomplish this new goal? The future of the business world is not a one-size-fits-all model, understanding this is key. Creating a flexible work environment ranks at the top amongst cash and benefits. It shouldn’t matter when the work is done, as long as the job is accomplished and the work produced is good. Another way to gain the loyalty of the Generation Y employee is to engage them. Generation Ys have a lot of new experience including technology based experience that they can offer an organization. Asking for their advice and feedback when it comes to these things may show the Generation Y that they are valued and that their opinions and recommendations are respected. In addition, while Generation Ys may have degrees of higher education, many of them lack formal training. Employers should provide this formal training so that Generation Ys are comfortable in their positions and can more easily reach their goals. Another simple measure that a company can take to ensure the employment of Generation Ys is a little bit of daily encouragement. Someone once said “one of the greatest things you can do for another is give encouragement. The word means, literally, to give courage. Sometimes it’s all a person needs to get started on something important. History is full of great stories about people who achieved great things because of someone else’s encouragement.” It doesn’t cost a thing to let someone know that they are doing a good job, but it has the potential of saving an organization a lot of money in recruitment. If Generation Ys feel that they are making a difference and serving a purpose within an organization, the chances of them staying with that organization are much greater. “Are millennials really that different from previous generations? They may have different skill sets and priorities, but ultimately, the end goal across generations at work is to make money in a way that is meaningful and exciting. However, perceived differences can result in disconnect. The panel discussed a company meeting in which managers were miffed by younger employees’ incessant texting. When a manager breached the topic with employees they were aghast – they had been taking notes on their phone, not ignoring the discussion. When acknowledged and explained, differences can make communication smoother and a company stronger. See beyond stereotypes of entitlement and laziness, and you might be surprised what millennial employees can do” (http://www.entrepreneur.com/article/228321). Generation Ys will also need to be flexible in their approach if they want to be successful in this new culture as well. They must understand that they are owed nothing and are entitled to nothing. If they want to achieve success, they must work for it and take real measurable risks and stick with them. We all have inherent value as human beings. But if Generation Ys want people to value their opinions, efforts, and time -- especially if they want someone to pay them for it -- they have to get things done. If they don't, the reasons won't matter. Good reasons, bad reasons, it makes no difference.
Still, employers need to think in bigger terms than a paycheck. By making a realistic assessment of what they are offering to the Generation Y talent-pool, they will be able to recruit and retain those workers. Companies need to develop a culture of collaboration and innovation across all levels of the organization, and have programs for increased training, trusting, teaching and teamwork. In adopting these changes, it is crucial that management constantly keeps track of the progress. Companies can certainly expect great things from Generation Ys, but the leadership will need to take on the role of enabling and supporting the ideas and initiatives of this new powerhouse generation.

Bibliography 1. Taylor, K. (2013, September 11). 6 Tips for Managing Millennials (Whether You Find Them to be Entitled or Not). Retrieved February 5, 2015, from http://www.entrepreneur.com/article/228321

2. Ivancevich, J., & Konopaske, R. (2013). Human Resource Management (12th ed.). New York, NY: McGraw-Hill Irwin.

3. Bentley University. (n.d.). Center for Women & Business. Retrieved February 8, 2015, from http://www.bentley.edu/centers/center-for-women-and-business/millennials-workplace