“Why You Need To Master SMS, TXT Messages and Other Techie Gizmoes”
How to work with Gen Y “faults” to recruit and manage better
A SmartCompany survey of employers has found that most believe Gen Y can’t spell and they don’t understand what is appropriate behaviour at work. Others are working around their faults by adapting their recruitment processes and management models - here are their tips.
SmartCompany’s survey, conducted with Roy Morgan Research and Dun & Bradstreet, involved 315 SME owners across the country. An article on the SmartCompany website shows the survey found almost 70 per cent of them are dissatisfied with Gen Y’s spelling and grammar, and their failure to act “appropriately” in corporate environments.
They were more ambivalent about Gen Y’s communication skills (48% dissatisfied), and more positive about their technical skills (37% dissatisfied).
The employers were much more aligned in their perception of Gen Ys being more “demanding” than others when it comes to advancing their careers (90%) and getting the latest high-tech gear (94%).
Communicate with technology
Despite the general negativity reported in the survey, some employers have accepted their “faults” and found ways to work around them.
Simon Trewin, who owns Tasmanian-based café and catering company 4lunch, says he takes advantage of their aptitude with technology to communicate messages they would otherwise ignore.
He says Gen Y won’t pay attention to a memo on the noticeboard at work, but they’ll read a text message containing the same information.
He says: “We did the same when we were looking for new staff: we sent texts to all staff and offered them a movie ticket for every person that applied and although we had far less applications than if we had an ad in the paper, it was a lot cheaper and more of them were qualified and ready to go.”
Trewin adds that Gen Ys get distracted very quickly, but this has a positive flipside - they’re very quick on the uptake and take change in their stride. He ensures he moves Gen Y staff around different parts of the business, which has the upside of meaning that they can cover for others in a pinch.
Top 10 tips for managing Gen Y
Another survey participant, Margaret Kirby from recruitment firm the iGroup, says Gen Y are high maintenance and have “a degree of ‘ADD-ism’”. She says to keep them on track, they need a huge amount of training and constant feedback.
Her top 10 tips for recruiting and managing Gen Y are:
- Retention starts with recruitment. “Gen Y candidates are interviewing you just as much as you are them. Be upfront about what differentiates your organisation, how your people have developed and progressed and what future opportunities are available to them.”
- Be flexible. “Work/life balance is vital to Gen Y individuals. Develop a flexible work/life plan that suits both them and the company and acknowledge their interests outside of work.”
- Provide the ‘why’. “Put the Gen Y job in context. Provide them with the big picture and then narrow it down to demonstrate the important part they each play in contributing to it.”
- Provide regular and constructive feedback. “The once-yearly annual review is not enough for Gen Ys. They require and seek constant feedback and more involved management.”
- Set clear career paths and determine goals. “Set realistic, time-bound goals and make it clear that achievement will equal promotion. Then make a plan with the employee and monitor their progress.”
- Coaching and mentoring appeals to this demographic. “Gen Ys have grown up in the era of self-help gurus and a culture of ongoing personal development. Offering coaching and mentoring will demonstrate that you’re in touch with their needs.”
- Salary, salary, salary. Part of the attraction of a job for Generation Y is the lifestyle it will afford. When setting their salary, make sure you outline financial and professional milestones that they can achieve. Make it clear, however, that more money means longer hours and adjustments to their work/life balance.”
- Develop an organisational culture that includes everyone. “To most Gen Ys, an inclusive culture is one that rewards individual achievement and promotes on merit rather than tenure. It’s important not only to create a good working environment, but also to encourage flexible working arrangements.”
- Watch your words. “As a manager of Gen Ys, it’s important to lose the ‘command and control’ leadership style and use more emotional intelligence. Gen Ys are happiest when will feel they are being listened to and respected, and in return, they perform better.”
- Practise what you preach. “The more you walk the talk, the greater trust and loyalty you will build with Gen Y. Be certain to follow your words with action. If you disappoint them, you will quickly lose their respect.”