Gen Y is Changing HR and the Workforce! |

by Adenna Huggins, Gen Y HR Specialist, DAS HR Consulting, LLC

“… They believe in their own self- worth and value enough that they’re not shy about trying to change the companies they work for.” – Network Work World

Who are Gen Y?

Commonly called The Millennial, Generation Next, and the Echo Boomers, Generation Y (22-31 years old) – the computer-savvy, constantly in touch and tuned in- have officially entered the work force! In addition, by 2025 this generation will make up more than 50% of our workforce. Their impact on the way we work and how we think about work is already being felt. While some may feel, that current economic climate will save them from the need to “accommodate” to these young up starters, that at best will be a temporary condition. Human Resources and organizations that ignore this do so at their own peril.

Companies that attract and retain Generation Y often have hip young management, a playful environment and lots of technology and most of all social opportunities, which can blur the lines between work and play! It is not hard to figure out that Generation Y is happiest in a work place that is open. Here are some examples of what appeal to them:

A physically open work environment
Casual dress code
Flexible hours
Flat organizational hierarchy
Open technology platform
Explicit reward system
Frequent feedback
A work hard, play hard culture

Could these be the workplaces of the future? Very well could be, but in many companies, successful companies thriving in a global marketplace, that future is far away. Their culture is not about to change to cater to a bunch of demanding upstarts who do not know how to act their age. Yet, we need them.

Many HR departments and organizations are adjusting

“We need a plan for recruiting Generation Y; we need to reach out to them at their level.”

The most important first step is to observe your corporate culture with the eyes of a 22 year old just entering the work place. Forget about your vast knowledge about why things must be the way they are and just try to see it THEIR way. Seek partnerships between executives and Gen Y’ers on a one-on-one basis. Bridge the gap and make a rationale for restrictions and regulations transparent. Moreover, most importantly communicate often and be explicit. Communication style probably has a greater impact on productivity and morale than frame of reference. Gen Y workers communicate more through technology, so communications tend to be abbreviated and at times abrupt. The tone and meaning of those abbreviated messages are easily misunderstood.

Further complicating matters among Generation Y, Generation X (32-51 years old) and Baby Boomer (52-69 years old) workers is the fact that 55% of employers over the age of 35 think Generation Y workers have a more difficult time following directions or responding to supervisors than older generations.

Approaches for attracting Gen Y effectively:

Social network and technology utilization
More career development opportunities
University programs and partnerships
Strong image and employer branding
Personality profiling

The next generation of employees will have a huge impact on your workplace. Gen Y is more connected than previous generations. They are out in the work force and poised to make a difference. Take the time to understand this new addition and resource!