You might call them Generation Y, Generation Next, Millennials or Echo Boomers, but perhaps you should not label them at all. If you look up the term “Generation Y” on the Internet, an innovation closely linked to this set by the way (or should that simply be “btw”?), it seems no one can agree on how to define the enigmatic group.
There is no consensus as to which birth years constitute Generation Y, except that it is the generation that follows Generation X. However, if the birth years of 1978-2000 are used, as is common in market research, the size of Generation Y is roughly 76 million. The name “Generation Y” itself has been disputed. Trying to distinguish themselves from the angst-filled Xers, members of Generation Y often opt instead to be referred to as “Millennials” or the “Internet Generation.”
No matter what you call these pre-teens to twenty-somethings, a few things are certain – with many of its members having completed or nearing completion of college, they are showing up to work and employers need to know how to manage them and how to motivate them.
Despite dispute over the name, most agree on some of the characteristics that define Generation Y. Here are a few things you should know about these up-and-comers:
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Their moms were first-generation soccer moms, so these kids have been pampered and programmed with activities since they outgrew the highchair. That means they are high performers, but they are also high-maintenance and may need a fair amount of handholding.
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For the most part, this group grew up questioning their parents and other adults with little or no consequence, so now they are questioning their employers. While their tenacity can help them be effective in an office environment, it can irritate older managers who may adhere to a more traditional management style.
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Generation Y received constant feedback and recognition from parents and teachers, so they are likely to expect the same from managers. An annual review process may not satisfy their need for continuous feedback and acknowledge.
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Generation Y grew up surrounded by and interacting with technology, so they are likely able to navigate any computer program. But beware, because they may also be more effective text messaging than talking face-to-face.
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Generation Y wants to work, but they do not necessarily want to work hard. Unlike many of their boomer parents, they do not intend to make work their number one priority, so they are looking for companies that maintain a culture that accommodates family and personal lives.
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Like Generation X before them, Millennials thrive on change and are likely to change jobs often. Couple that with the fact that they witnessed the dotcom meltdown and legendary corporate scandals, like Enron, and they are skeptical of concepts like employee loyalty. Recruiting and retaining high performers will to continue to be a challenge for employers.
For more tips on recruiting, reviewing or retaining employees of any generation, contact G&A Partners, a Houston-based HR and administrative services company at 713.784.1811.
