Retaining generation Y

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Information about Retaining generation Y
Leadership & Management

Published on October 23, 2014

Author: okwako

Source: slideshare.net

Description

Does it seem harder to please your younger employees?..They may not be as complicated as you think! Here are a few suggestions on how to handle them.

1. RETAINING GENERATION Y Generation Y has a reputation for little company loyalty and poor job commitment. They have a shorter tenure in a job but the cause isn’t so much a lack of loyalty or commitment but a desire for variety, chal-lenge, and change. Here’s how to do it: 1. Work/Life Balance Employment matters to them and it is a major part of their life, but it is not their life, it provides the funds to fuel their life. Therefore a career that allows them the opportunity to continue the other aspects of their life stage whether they be educational, social, spiritual, or entrepreneurial is highly attractive. 2. Workplace Culture This has a big part to do with the relationships with others at work. An environment where they can inter-act socially and work collaboratively is highly regarded. Interestingly it doesn’t necessarily mean a work-place full of people their own age: Gen Y’s have known nothing but cultural diversity, gender diversity, and respond well to generational diversity. Having a family or even being a valued part of a family is the experience of fewer young people today. And with less neighborhood connections, Gen Y’s are looking for a place to belong. 3. Opportunity for Advancement Clearly a job that doesn’t lock them into a narrow task but offers variety, change, and the chance of a promotion is sought after. Why have them change jobs by moving to a new organization when they may be able to change jobs within their existing organization. Here’s what will help: • Accessibility: take the mystery out of how decisions are made, • Variety: give junior staff greater responsibility/roles in their work, e.g. let them conduct exit inter-views, give presentations, and organize staff events. • Understand the revolving door: if they leave for a new job, or further study, keep in touch- they may later want to return. They don’t view leaving an organization as an act of disloyalty but a simple life change and so they see no problem with returning should circumstances change. 4. Training Generation Y have heard the mantra of lifelong education all through school and they’ve come to accept it. Therefore the key to remaining relevant in changing times is ongoing training. This will keep them effec-tive in their current job, but also employable for their future careers which after all may be just a few years away. Training is more than a tool for productivity - it is a tool for retention; it would motivate them to stay longer with the employer. • The preferred area of training for Gen Y is in the “soft skills” area (presentation skills, management and communication skills) as opposed to the “hard skills” technical training and the formal University courses. valeriefoods@gmail.com +254 (0) 725 693920 P.O. BOX 6891-00200 VALERIE FOODS AGENCY, THE BAZAAR - MEZZANINE ONE, MOI AVENUE - NAIROBI.

2. • The preferred methods of training are on the job coaching/mentoring as well as in-house or outsourced training courses. Interestingly in this era of online learning this method rates poorly. This is due in part to their learning styles (kinesthetic and visual rather than literate and procedural) as well as their motivation for learning being social, collaborative, interactive, and fun!

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