Understand them, get the best out of them rather than trying to remould them
SINCE I started the column about a year ago, I often get requests to write about the “younger” generation (Gen-Y).
They
are also referred to as Millennias, those born from 1981-1991
(22-year-olds who are new graduates joining the workforce to those who
are in the early 30s). Some famous people in this generation include
Mark Zuckerberg and Lady Gaga.
There
are many surveys to find out who they are, their characteristics and
how to better manage them. There are many studies on them because they
make up 25% of the world's population.
Retailers, computer and
mobile phone companies, games and gadget producers would certainly like
to know their tastes, habits, likes and dislikes. Financial institutions
would like to know their spending patterns, propensity to save, online
purchasing habits, among others.
At work, managers, senior managers and many of the older generation would like to know how to better relate and work with them.
The complaints my friends have about Gen-Y would be something like this:
They
have hired a young graduate from a good school, the resume looked
impressive, he is pleasant looking, dresses professionally and speaks
quite well.
Six to eight months into work, and the guy seems to
be always late for work, late for important meetings, appears distracted
at work, cannot be reached (on handphone), leaves work at 6:30pm and
complains he has no work-life balance, makes mistakes in documents and
presentations to clients, goes to meeting unprepared the list goes on.
“When you give them feedback, they don't take it too well and may want to resign.
“They
don't know what they don't know. They make mistakes and think they are
right. They have unrealistic expectations and think they were unfairly
treated.
“They are choosy about what they do. They want
interesting and exciting work but cannot deliver. They don't take on
much responsibilities but think they should be paid more”.
Someone
asked me what they could do to change them. I thought it ought to be
the other way around we need to change our ways, expectations and how we
work with them.
The generation is a reflection of the society
they have grown up in. They didn't cycle nor walked to school. They
didn't grow up poor and deprived.
They grew up in a world of
celebrities, designer goods, smart phones, computers and the Internet,
24/7 connectivity, iPod, Facebook, Youtube and addictive e-games
(instead of games played in the field, rivers or jungle).
They are different in many ways. Accept it and deal with it.
We
believe in doing one thing at a time and being focused. Are they
distracted and cannot focus or are they good at multitasking?
At
work, they listen to music, chat and surf all at the same time. When
they are chatting, it is not with one person at a time but with half a
dozen different chat groups (as opposed to a few individuals).
They
move more they spin the pen when they are at their desk, they click the
mouse and turn the pages faster. They have so many windows opened, they
flip back and forth.
While they are eating, they surf, text,
send pictures on Instagram, make Facebook posts, listen to music, tweet
and have conversation with the person in front of them or maybe squeeze
in a game at the same time. That is the way they are.
That means they can handle eight tasks while having a meal which equals to higher productivity.
Be
sure to engage them with multi tasks and challenging tasks. Don't
assume they ought to slowly learn the ropes like how it was 20 to 30
years ago when we were a new graduate. Take advantage of their savviness
by having them set up tools, work on complex spread sheets and make
searches, gather data or come up with ideas.
(There may be
qualifications why you will not assign certain work to them. But if you
don't and let them make the mistakes, they would miss the learning
opportunity and become bored)
They are used to direct
communications having grown up with emails, tweets, handphones, smses,
messengers, facebook; they don't like the rigid hierarchy in the
organisation or being limited by their position.
If they have
something on their mind, they should be able to talk to or email someone
higher in the organisation (regardless of level) rather than their
immediate superior who don't seem to be able to help or understand.
This
can be a positive. They are helping highlight stifling work environment
that we have got used to and give meaning to better collaboration
between different levels in the organisation. Their opinion counts. We
need to get used to their feedback and having our views questioned.
Retention
is an issue. They may move on for something more interesting or aspire
to be entrepreneurs. How could they not when there are so many Internet
multi-millionaires or those who became multi millionaires because they
started a business or sold an application to Yahoo or Facebook.
They
have been told by billionaires, actors and many successful
personalities “not to settle”, they can do anything they set their mind
to and should dare to fail.
Inspire them with the right ambitions
at work. They are a group prepared to work hard if you can show how the
hard work fuels that ambition. Spend time to understand their personal
buyer values what they value most in their job and aspire for.
Every
generation complains about the next generation. The new generation is
somehow less respectful, less hardworking but somehow in time they will
become responsible adults with major responsibilities at work and as
parents.
The hippies from the 70s became responsible adults and CEOs.
Gen
Y is our future. If you are at work or at home with them, spend more
time with them. They will shape trends, politics, culture, our work
place and many other aspects in the world.
If you experience pain
and frustration trying to convince your young boss how things are done
in the past, don't try too hard. Listen to his ideas and get used to his
ways. You may find that you can still learn and develop.
They are different, they are here to stay. Get used to it... until Gen Z comes.
TAKE ON CHANGE By JOAN HOI
Joan Hoi is the author of Take on Change. We need to throw out some of
our old selves to better appreciate this young, fun and bright group!
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