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Give Gen Y Meaningful Work
Written by Buddy Hobart on August 28th, 2009
Just as changing jobs is no problem for Gen Y, neither is being out of work. They’d often rather wait for the right job than take one that has no interest for them. Gen Y also often has the option of working part time, consulting, or even doing work for their parents. They know that in the long-run taking a year out to travel, or even to loaf, will make no difference for their futures.
As already mentioned, Gen Y can be slackers when they are given meaningless work. They know that some dull work has to be done, and they are willing to do it – as long as it is connected to a worthwhile goal. Gen Y is capable of creating their own meaningful work, but you’ll be better off helping them do it, so that your work will be in the mix. Lay out the options and ask Gen Y if they’d be interested in trying various tasks. You can do this during the job interviews. They’ll tell you what they do and don’t want to do, and their choices will often surprise you.
Recession Presents “Teachable Moment” for Gen Y
Written by Buddy Hobart on August 12th, 2009
It is my deep belief that Gen Y looks to Gen X and Baby Boomers for leadership and guidance. One need to look no further than the mountain of evidence that shows how Gen Y looks to their parents and extended family for advice on life decisions. The research shows Gen Y does this to a FAR GREATER extent than any previous generation.
That brings me to the current “teachable moment”. I think the current economic/employment situation is a perfect opportunity to help mentor and lead Gen Y. While I do not believe Gen Y expects everything for nothing, the reality is that Gen Y grew up in one of the most prosperous times in world history. Gen Y did become used to having certain things (and taking it for granted) that previous generations would have considered a MAJOR luxury. This expectation, I believe, can be misconstrued as entitlement.
I think about some conversations my Dad had with me as a kid. He thought we were really LAZY for wanting to put a second (rotary dial, I might add) phone on our THIRD floor. He could remember, and lived quite nicely thank you very much, when the phone wasn’t even in the house. How could his kids have become so soft!? Or there was the conversation we had about the possibility of having a stereo in our room, or a television. To him those were extreme luxuries, since he was a child of the depression. We were in no way ENTITLED to any of that. However, he did consent that if we EARNED it, we could buy it. (we did get the stereo and TV, but we never did get the extra phone!!) He taught us some valuable lessons with his wise guidance.
The same holds true today. Even the most prejudiced boomer against Gen Y I have ever met will at least admit that Gen Y does learn new things and is an aware group. You can believe Gen Y is AWARE of the current economic/employment challenges. As a leader, this is a great opportunity to teach Gen Y some business/economic realities. Leaders can show Gen Y how tough choices are made and that certain things previous generations of employees took for granted will no longer be provided (think 401k matches, travel budgets, 100% medical, etc). Leaders should not just announce changes, but take the time to follow a reasonable change management process. Explanation is required AND it helps educate the employees.
Taking the time to communicate and to lead will help Gen Y realize that some things they might have taken for granted are REALLY luxuries. They are no more ENTITLED to these things than I was to have a stereo in my bedroom. Gen Y will get it…..they will understand, just as we did. EVERYTHING is earned and no one is ENTITLED to even the basics, let alone luxuries. Now is the time for leaders to apply the lessons of their youth (which we learned from our parents) and use this opportunity to mentor Gen Y.