What does GenY want?

Have you ever been in a situation where somebody belonging to an older generation berates you for your generation’s shortcomings? Has your supervisor or an older colleague shown his / her reluctance in working with you because you belong to a certain generation? Worry not, for you are not the only one. A few months ago I was part of a meeting where the discussion centered on Grooming GenY Talent for Leadership. One of the participants at the meeting, a visibly apparent GenXer, kept insisting on not spending too much on a company’s GenY talent, since they will leave soon anyway. As somebody belonging to GenY, I was getting agitated with her constant dislike for my breed. However, given the occasion, I chose to ignore the obstinate lady. Eventually, I even forgot about the incident, but not the subject.

I have been reading articles about corporates looking at integrating multi-generational workforces. Today, we are in unprecedented times where four generational groups co-exist in the workplaces. I present below the generally accepted descriptions of the groups I am referring to. However, these descriptions may vary according to their socio-cultural and demographic contexts.

Veterans / Traditionalists

Those born between 1922 and 1945 are known as Veterans / Traditionalists. It consists of individuals who are 60-plus and have either retired or are re-entering the workforce, due to monetary constraints.

Baby Boomers

Born between 1946 and 1964, Baby Boomers are predominately in their 40s and 50s. They are well-established in their careers and hold positions of power and authority. The majority of this demographic is preparing to retire, which has spurred talk of a future talent shortage.

Generation X

Members of Generation X are defined as being born between 1965 and the late 1970s. Bounded by two large generational groups, Generation X is one of the smallest. The oldest members of this generation have entered into management roles in the workforce and more will do so in the coming years, as increasing numbers of Baby Boomers retire.

Generation Y

Generation Y, also known as Millennials, were born between the late 1970s and the late 1990s. This is the newest group to enter the workforce, with many of its members holding entry-level positions.

Generation Y have grown up in an environment unlike any before them. They have been raised in a world of technology, where they have been more educated than their preceding generation. They come to the workplace with different wants and needs as compared to their predecessors – different things motivate and drive this generation in their lives and careers. While listening to the lady rant about Generation Y, I was very tempted to ask her,given that Generation Y is the biggest of all generations (as consumers and workers). Who will be better informed on what a Generation Y consumer wants than a Generation Y worker?

I once read an article where the author labelled Generation Y the “diva generation” – high maintenance, self-centred, greedy, fickle and thinking only in the short term. As a GenYer, I obviously did not like reading this. However, I was then very keen to know what else has been published about my ilk.Following are some things I read:

• GenY is lazy
• GenY has a short attention span
• GenY feels entitled
• GenY requires constant praise
• GenY is disloyal

On the other hand, according to a research conducted by the Institute of Leadership and Management, Ashridge Business School (Great expectations: ManagingGeneration Y), Gen Y workers:

• Are academically talented
• Are ambitious and motivated
• Plan to move jobs within 2 years
• Value both money and status
• Value interesting / challenging work higher than salary
• Want to be coached rather than managed.

While organisations are looking at various ways to bring about this integration, here’s what I feel my generation want from their work.

• Expectations – My generation have high expectations from themselves; they are always aiming to work faster and better than others. These expectations also extend to their employers, where they would like to work for managers who are interested in developing their careers. 
• Learning and Development – Ongoing learning and develop interventions / opportunities are always top priority for the GenYers. I often feel like a sponge that wants to soak up as much knowledge and information as possible from everywhere in order to constantly improve.  
• Responsibility –Generation Y craves responsibility and involvement within the workplace and they are often berated for their want to be ‘fast-tracked’ into management. This stems from the education system that we have studied from. A lot of emphasis is given on individual or team presentations, where students are given an opportunity to feel accountable for their work.
• Frequent Feedback – We believe we benefit greatly from regular feedback. One only needs to look at a millennial’s constant stream of blog posts, status updates and texts to know they are big fans of acknowledgement and interaction. Generation Y workers feel they are working with a purpose if feedback is provided on their progress. A coach is more favourable than a manager.
• Progression – This generation wants diverse and meaningful office tasks and is happy with lateral moves within their companies, as long as they are able to gain more experiences. Along this line, being provided with workplace mentors, training opportunities and job performance plans is important to this demographic. 
• Flexibility – Generation Y were raised on flexibility and the best way to get them onside is to offer them the flexibility they are looking for. A structured 60 hour work week and corporate ladder climb is less appealing to this group of employees. Work-Life balance is extremely important to Generation Y’s members and a relaxed office environment is also desirable.
• Generation Y looks for the “why” behind the tasks they are asked to perform and can lose interest in menial responsibilities.
• Community work –The current generation is more socially aware about the happenings around the world and they feel it is their duty to give back to their community. Young people entering the job market today want to work for companies that care about the world.

Please note, through this piece I am in no way trying to promote my generation or justify the actions of my generation. I feel my generation is often misunderstood and only want to put across my points. I am happy to discuss further.