Written by Guest Author | March 24, 2015
Not all of those companies overseeing staff recruitment in Manchester, Leeds or Exeter necessarily have much love for the Generation Y employee. That’s a great shame, given the contribution that these staff can make to a company, but perceptions have nonetheless prevailed of such employees being selfish, unmotivated and entitled.
However, so many companies’ struggles with Generation Y workers are better attributed to a failure to manage them appropriately than any particular defects of this generation itself.
When you find ways to appeal to these workers’ values and working habits, you can look forward to a more driven and productive workplace.
What marks out Generation Y?
Generation Y have many a trait that lends itself well to the current workplace. These workers, for example, are more comfortable with technology than any generation before them. They grew up around constant changes in media channels and technology platforms, and therefore aren’t as intimidated by such changes where they work.
These employees are also apt multi-taskers, having been familiar since childhood with computers, mobile phones and video games, perhaps using several devices at once. This could make such candidates highly effective call centre workers or live chat agents, able to handle onslaughts of online enquiries and phone calls.
It’ll also often be a Generation Y worker who can work best as part of a team of anyone in your company – after all, it is these workers who were often educated in group environments.
Taking the right onboarding approach
A good series of methods for integrating your Generation Y employee into your workplace as soon as they are recruited can help immensely to cut down the rate of attrition that is associated with this generation of staff.
Proven strategies start with the initial recruitment phase – you’ll get more Generation Y candidates by marketing opportunities through social media than through the ‘old school’ settings of job fairs or industry magazines.
It also often makes sense to dispense with the traditional interview for Generation Y workers, in favour of a more casual approach embracing more “situational” type questions.
Training, meanwhile, often has the best impact on Generation Y recruits when it is shorter and places the trainer in more of a ‘facilitator’ role, in light of the shorter attention spans and multi-tasking abilities of such younger staff.
Your company may have had headaches with Generation Y in the past, but that’s no reason to avoid them – just consider your recruiting, training and onboarding approach to really get the best out of them.