3. Myths and Realities
This is a rebellious generation
Reality
Gen Y is fundamentally conservative
They look like risk takers because of their
“job-hopping” but the impetus for this is
new opportunities to learn
Born 1980 – 1995 ~ Currently 14 – 29
4. Myths and Realities
They don’t fit in
Reality
This is a generation of team players
Work environments that use teams well
outperform those that don’t
Born 1980 – 1995 ~ Currently 14 – 29
5. Myths and Realities
Gen Y is unproductive
Reality
Gen Y is more productive than the other
generations (it’s hard to believe but true).
They set their own priorities – boomers often
set priorities based on their inbox
Gen Y chooses their own productivity tools,
rather than waiting for the IT
Born 1980 – 1995 ~ Currently 14 – 29
6. general characteristics
goal oriented
optimistic
connected … 24/7
adaptable
determined
inclusive
entrepreneurial
tech savy
lifestyle centered
hopeful
multitasking
success driven
Born 1980 – 1995 ~ Currently 14 – 29
7. Motivating
& Managing
The old rules don’t matter.
Techno-savy ~ Connected 24/7 ~ Self Confident
8. Motivating
& Managing
They need a sense of ownership
You need to invest in their sense of desire
to contribute in meaningful ways
Optimistic ~ Hopeful ~ Independent ~ Self-Reliant
9. Paying Their
Dues
After the interview, they’re
expecting to be embraced
and considered part of
the team.
Some have spent a lot of
time volunteering – this
they consider
“experience”
Determined ~ Goal Oriented ~ Lifestyle centered
10. A little bit goes a long way
Take time to be a mentor
Let them absorb some of your tricks of
the trade
Provide encouragement
Diverse ~ Inclusive ~ Community/Global/Civic Minded
11. gen Y @ work wants to
produce
something
seek to make a
worthwhile
difference
comfortable w/ work well w/
Desire
to be a
hero speed & change friends & on teams
expect
r partners well
espect
e
alu ce
w/ mentors v
an
impatie uid
nt g
collaborative, thrive on
resourceful, flexibility &
innovative Space to
love a challenge explore
“Seeing the opportunity & path” – Is IN
12. • I Hope I get and offer
• Yay! I got an offer
• Can’t wait to start
• I’m bored
“One size fits all” – Is OUT
13. Leveraging Strengths 2.0
You have the ability to grow your business
on the knowledgebase of young people
who might understand the digital
marketplace better than you do.
Generation Next ~ Nexers ~ Millennials
14. Leveraging
Strengths 2.0
Success-driven millennials understand the
rules better than ever before.
If you give them the keys, let them drive
Baby Busters ~ I Generation ~ Net Generation
15. Y’s Desire for Big Important Tasks
They enjoy the challenge of important
tasks and tackle them with confidence
They are not deterred in the slightest by
what older workers might perceive as
lack of experience or qualifications
Netizens ~ Gaming Generation ~ Echo Boomers
16. Y’s Attitude About for
Big Important Tasks
I’m doing something that has value
I’ll figure it out
They gave me full responsibility - cool
“Interactivity & Real Time Information” – Is IN
17. Working with Gen Y
Happy to do the task, but not the time
Long hours are not daunting to Gen Y but they
want to work to their schedule, not yours
“One size fits all” – Is OUT
18. Working with Gen Y
If not “Task”, then “Flex”
They are not usually happy
with conventional
schedules
Consider flexible shifts, 4
days weeks, etc …
“Do it because it makes sense” – Is IN
19. Mentoring Works
Many Y’s like
working with
Boomers
Mentoring
relationships
with Boomers
are valued
“Authentic Behaviour” – Is IN
20. It takes a village
Manager
HR
New Outside
Employee influencer
Mentors
Peers
21. It takes a village
Despite the village,
Managers still
have to manage
HR
Outside
New influencer
Employee
Mentors
Peers
22. Attracting & Retaining Y’s
Communicate in “Y-
friendly” ways
Shift performance
management to task, not
time
Leverage technology to
create efficient
processes
“Streamlined & Efficient” – Is IN
23. Attracting &
Retaining Y’s
Coach first-line managers on
the essentials of managing Y’s
Create a collaborative, team-
based environment
Encourage Boomers in your
midst to mentor Y’s
“Playing Games” – Is IN
24. Attracting &
Retaining Y’s
Challenge Y’s with tasks
that require “figuring it
out”
Re-design career paths:
frequent, lateral moves –
not necessarily up
“NOW” – Is IN
