There was an interesting article by Uma Ganesh in today’s Financial Express, and I have jotted down the points I liked. And ofcourse in the end added my own experiences reg. these points.
1-Gen Y comprising of those born between 1980 and 2000 would form close to 75% of the global workforce by the year 2025.
2-we often refer to Gen Y as lacking work ethic and not as hardworking as the previous generation. We fail to recognise the fact that Gen Y employees love to mix work with fun. They are as focused and diligent on completing the work at hand but do this in their own way. They are comfortable working from anywhere, any place and hence work does not suffer. They may want to enjoy their weekends but know how to prioritise at times of need and ensure deliverables are met.
3-Sometimes Gen Y is criticised for their irreverence. This is an interesting theme to delve upon. Firstly because of the exposure they get, Gen Y employees have their opinions firmly in place for most of the things. Gen Y is used to be treated as equals or friends by their parents. Having grown up thus, they expect a similar type of relationship with the adults in the organisation. This psychology needs to be understood and appreciated as it becomes easy to give and take feedback.
4-Gen Y gets bored with work that is repetitive in nature and expects to do meaningful and challenging work. Therefore managers have to think of ways of making their assignments challenging and set tall goals for the energetic Gen Y.
5-Another concern often heard is the ‘get successful quick’ syndrome of Gen Y.
Allowing young people to don the mantles of responsibilities faster, providing impressive titles and designations, facilitating outcome linked compensation plan rather than years of experience/level based remuneration, enabling quicker promotions feasible and redesigning organisations with flatter structures are some of the measures that would significantly motivate Gen Y employees to stay with the organisation and build their careers instead of looking for frequent changes in order to satisfy their quest for success.
I fully agree with point-2, because my tech-guru in office is like that. I call one of my juniors as my PC guru because he is so sharp and quick on pc and mobile and internet. I can learn a lot from him. So this guy actually does the work at his own pace. And he also works from home, car and what not if required. He will send a mail at 12 in the night, will make a ppt at 4 am. But problem with him is he delays normal routine things to extremes when they become a crisis. So that is the downside of his style.
As for point-3, I agree to the extent of intellectual equality. But I have seen some youngsters taking this liberty and freedom for granted. They feel (in India ) that just because they call a person 15 years older and senior by name, they become equal in age and seniority to him. I don’t mind being laughed at, but I want the job and task to be taken seriously. But this uncle sam (one of my juniors) thinks he is the boss and knows-all. That is the other side of the coin.
Point-4 again, my happy friend proved this when she told in very clear terms that she would rather do creative writing than being an executive assistant to boss. Such clear are their priorities. Though the reader, another junior, does not seem to mind doing the repetitive jobs, at least she does not let me know if she minds. So an exception here too.
Our present boss is implementing point-5 and I am witnessing positive results.
So salute to millennials.