Get the Book Today
Get your copy of Gen Y Now and start learning how to be a better leader. If you need one copy for yourself or many copies for your team, we can accommodate your needs.
Seize the Moment – Insights from Newcomers
Written by Buddy Hobart on December 17th, 2009
As we begin to climb out of the recession, employers will be hiring more and more Gen Y candidates to fill open positions in their organizations. With this in mind, it is very important that leaders do not miss an opportunity to identify ways to improve their organizations in the process of onboarding these employees.
Gen Y comes into an established organization, and the smart ones see lots of things they think can be done better, or just differently. In one sense, this is the tendency of anybody to make an impression in a new setting. For instance, many managers change things when they take a new job, either to shake up the organization or because they think they know what is best.
It’s natural enough that new, young workers would see things to change. In fact, they likely have new skills that the organization needs. Another advantage of newcomers is that they see things with fresh eyes.
This is a very important moment. If you squelch newcomers now, you may never get their enthusiastic input for your organization. In a general sense, it takes about ten positive reinforcements to equal one negative one. You need to avoid negative reinforcements to new workers. If you want to get their best, you need to reinforce as many ideas as you possibly can. If instead, you tell newcomers to hold their ideas until they actually understand “how things are done around here,” you may have lost them.
This doesn’t mean you have to listen to every idea that Gen Y throws out. The point is to open the lines of communication between you and your new Gen Y employees, and encourage them to contribute to making the organization better. In addition, their fresh perspective as new employees can be priceless as you strive to improve your organization for all employees.
“Hey Gen Y, Thanks for Coming to Work Today”
Written by Buddy Hobart on December 14th, 2009
During a recent conversation someone mentioned my work pertaining to Gen Y. Someone spoke up and said that she works for a major (well known, so it will remain nameless) corporation that is receiving “Gen Y training”. Then she said, to my amazement, that they are being taught not to reprimand Gen Y if they are late to work or a meeting. She jokingly, at least I think it was jokingly, said they are being taught to “bite their tongue” and thank the Y’er for showing up today! (The more I think about the conversation, the more I don’t think she was joking). It is these kinds of conversations that further drive home several Gen Y myths.
When we talk about creating alignment we never talk about making these kinds of accommodations, or any accommodations, for that matter. There are certain principles that must be upheld. Respecting someone’s time is critical to alignment. If accommodations are made for Gen Y, then either the other generations will resent them or simply assume tardiness is acceptable. That is a dangerous road that can only lead to conflict and lack of productivity.
There is another way to address tardiness from a Gen Y’er. First of all, thanking them for showing up at all is not even an option. What is the best option is timeless leadership. There are four points I would ask any leader to consider:
1. Generation Y views time a bit differently than previous generations. Their world is a 24/7 world. The lines between leisure, work, hobbies, etc are blurred. It is just as likely that a Gen Y’er, sitting at a coffee shop at 11pm typing away on a laptop, is working on a work project as it is that they are addressing a personal matter. Time is viewed very differently. A Boomer working at 11pm is “burning the midnight oil” and “working overtime”. A Y’er is simply working. There is no consideration for the time of day, nor is it viewed as an inconvenience.
2. It is a natural tendency for all generations to assume their view is shared by everyone. Since Gen Y views time differently, it is human nature for them to assume others see it the same way. This is not a selfish thing, it is just reality. If a leader does not step up to help add perspective to the situation, then there is no reason for a Y’er to even think something is wrong. This is where timeless leadership is needed.
3. If a leader takes a moment to explain the why of the situation, I believe their Gen Y employee will get the message and understand the ramifications of tardiness. While Gen Y may not respect time, they do respect others. Tardiness is a sign of disrespect. If someone is late for a meeting or work, the (possibly unintended) consequence is that everyone else believes their time is not respected. If I am waiting for someone who is late, my natural reaction is to think that person feels their time is more valuable than mine. Leaders…..take some time to mentor and lead!
4. My final point is a bit more pointed. There will be people of every generation who push their boundaries to see what they can get away with. If the disregard for norms is tolerated, people will push even further to see where the boundary ends. I know of several situations where too much slack was granted to Gen Y’ers on issues like timeliness. After several frustrating months for the co-workers, the employee left anyway. When we interviewed the departing Gen Y’er we learned that there was a lack of respect for leadership because they were never approached for “breaking the rules”. If, once addressed, someone continues to be late for work or meetings (of any generation) corrective action must be taken. Thanking them is not one of the options!
Gen Y is looking for leadership. Give it to them. You will have more engaged employees, who will look to stay with a good leader.
What do you think? Are many other companies out there thanking Gen Y for coming to work late? Please send comments to bhobart@solutions-21.com.
Gen Y and Voicemail
Written by Buddy Hobart on November 2nd, 2009
Gen Y does not like to use voicemail. In a recent discussion with several Y’ers, it seems to be universal that they do not find voicemail to be productive. Their sense is “why listen to a possibly rambling voicemail when I can just call back or text and get information in real time”. To prove their point, these Y’ers pulled out their phones and showed me their voicemail boxes, which were filled with unheard messages. When they saw who called, they simply called back and received the information live. To further demonstrate their point, these Gen Y’ers told me how they have “trained” their parents not to leave voicemail messages. If their parents want to reach them, a “missed call” will prompt a call back.
I am sure many leaders out there will be as frustrated as I am/was about this conversation. For the sake of full disclosure, I like voicemail and use it quite frequently. My initial reaction was not a positive one. However, in an attempt to practice what I preach, I proceeded to engage the group in a lively conversation about “adapting to your audience’ and using the mode of communication that is most likely to get the desired result. After all, it is the result, not the effort that is most important.
I also pointed out how their attitude may well be hypocritical. If they have a desire for Gen X and Boomer leaders to adapt, then shouldn’t they also adapt? Is it simply ok to equate taking action with achieving results? Also, and as we discuss in the book, we don’t “train or handle people” we lead people. Why is it ok for them to “train” someone and not lead?
The response was very interesting and unexpected. Since Gen Y seeks to CONNECT, their response was to admit a certain amount of hypocrisy. If voicemail was the best way to connect, then the group seemed to feel a need to ADAPT. If they want us to adapt, then they also should adapt.
This reminded me of something Chuck Fowler, the President of Fairmount Minerals told me as we were writing Gen Y Now. Chuck said, “instead of becoming frustrated with new employees, look at this as a way to teach and guide them”. A spirited conversation is always better than frustration and alienation.
Keep in Touch with Gen Y
Written by Buddy Hobart on September 14th, 2009
Keep in touch with candidates who turn down your offer and take another job elsewhere. Your ongoing interest in them may pay off if their new job doesn’t live up to expectations. Since most Gen Y’ers change jobs in a year or two, you may have another shot at them, and you will already have laid down the groundwork.
With Gen Y, Words Matter
Written by Buddy Hobart on August 26th, 2009
In Gen Y Now, we discussed how ‘words matter’ and used a reference to a ‘Jethro Bodine’ cereal bowl. This weekend I experienced a similar and humorous situation.
While furniture shopping, my wife and I were looking for a chair with an ottoman. Our sales person was a Gen Y’er, and we discovered, studied interior design. She seemed to be very knowledgeable and was also very professional.
As we were describing what we wanted, my wife mentioned that when she came home from work she did not want to be “Rob Petrie” (referring to the opening of the old Dick Van Dyke Show when he tripped over the ottoman). I immediately knew what she meant, and also immediately knew our sales person DID NOT understand the reference. I probably should have clarified it, but I thought it would be a fun and harmless experiment.
For the next fifteen minutes we were shown very large pieces that simply would not fit our space. Then we CLARIFIED our need by providing more information versus an obscure old TV reference. We were then led directly to the perfect piece of furniture.
After we finalized our purchase I asked the sales person about the Rob Petrie reference and if she understood. She admitted she did not. I realized that since she had no point of reference, she could not even formulate a good follow up question in order to better clarify our needs. If we had been more specific she could have been more productive.
I left the store wondering how often I do that at work without even realizing it. Can I improve my communications so folks can be more productive? Without the proper frame of reference folks can not even ask good follow up questions.
There were two things I got from that furniture store….a very nice new ottoman, and a good lesson on communication.