Management Techniques for Bringing Out the Best in Generation Y

The high degree of adult oversight and praise members of Generation Y received as children has left them reliant upon external direction and regular appreciation from authority figures, such as parents, teachers or supervisors. When confronted with unclear guidelines or minimal management, Millennials tend to flounder. They're unable to determine on their own the direction they need to take. They expect others with more authority to give it to them. Left to figure things out on their own, Millennials may resort to entertaining themselves until told otherwise or sticking to lesser tasks that lie within their comfort zones. As a result, Generation Y is struggling as it enters a workplace where employees are expected to hit the ground running with little oversight and to learn on the job.

Generation Y's strength is its technological sophistication. Digital communication is Generation Y's birthright. Members grew up in an on-demand world where access to information is immediate. Technology has been and remains an integral part of their daily lives, including their relationships. Thus, they possess the tools and savvy needed to work with the information systems running companies today and to address the challenges of working in virtual teams on complex problems. Raised to be team players, Millennials are well suited for collaborative work environments.

Generation Y's Impact on the American Workplace

Not all of the workplace changes Generation Y is necessitating are unwelcome, especially to world-weary Generation Xers who continue to fight an uphill battle against Baby Boomer managers for more flexible, family-friendly work arrangements. (For more information on family-friendly work, read "How to Negotiate a Flexible Work Schedule.")

Employers have noted Generation Y's distaste for working late nights, long commutes and any other "face time" expectations that are not backed by a strong rationale. They want a workplace that accommodates their desire for balance between professional and personal pursuits and their need for organizational structure, adequate direction and acknowledgment.

When you stop to think about it, is there anything inherently wrong with their workplace expectations and demands for meaningful jobs and socially responsible employers, for attentive supervisors who give clear direction and appreciate a job well done, and for healthy work/life balance? We could all benefit from Generation Y's expectations of the workplace.

Amid the challenges this generation presents to American employers lies the possibility of a vital new workplace paradigm. We just have to respond to their needs with the proper organizational policies and structures.

How organizations can become employers of choice

Given the stark reality of employment statistics and the law of supply and demand, younger, skilled employees are going to have their choice of employers. To compete for these young workers' abilities and loyalty, employers need to align their organizational policies and structures to this generation's strengths, weaknesses, desires and expectations. Here are a few ideas for HR policies and training initiatives that will help you recruit and retain Generation Y.

Organizational Policies

• Knowledge-based industries should consider organizational policies that allow for flex-time, telecommuting, volunteer service and career incentives that permit talented and competent candidates to advance quickly within the corporate ranks.

• Support the technology they use in their personal lives. IT departments currently struggle with the management and security risks posed by consumer technology entering the workplace. This challenge will only intensify as more Millennials enter the workforce. IT departments need to work out how to accommodate these new technologies, because Millennials gravitate toward organizations that harness the best information technology and want access to the hardware and software they use in their personal life, whether that is Google Apps, Macs or T-Mobile SideKicks.

• Commit to socially responsible causes. Due to their civic orientation, members of Generation Y will be attracted to organizations that aren't solely focused on profits and corporate success but that have socially responsible missions. They will want to know what their employers are doing to protect the environment, promote social justice, maintain meaningfully diversified workforces and support global responsibility. They may be reluctant to work for companies doing business in countries with questionable human rights track records, like China and Sudan. They will want to see a real commitment to socially responsible causes, not just lip service.

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