Seven Frequently Asked Questions From Those Who Manage Generation X and Generation Y

The author of this blog shares the most FAQ’s from the seminars they hold on managing Generations X and Y.

Key quote: “How do we adjust our organizational culture to Gen Y? You don’t. Your organizational culture is created by core values and behaviors. You don’t change your values for a group of people. Instead, focus on the behaviors that match the organization’s values, with Gen Y in mind.”

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4 Critical Things About Millennials (Gen Y) In The Workplace

Turnover is expensive and so the better companies are at underst6anding Generation Y and creating string ties between them and Baby-boomers, the better it is for business.

Key quote: “If you own, manage or operate a company and you work with young employees, the data suggests that mentoring, creating a clear purpose for your operation and allowing a broader range of self-expression in the workplace are important for long-term retention.”

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Anxiety: The Epidemic Sweeping Through Generation Y

Young people today have more choices than previous generations and the result seems to be an increase in anxiety levels.

Key quote: “So, what’s going on? The rise of technology, overly-protective parenting and “exam-factory” schooling are among the reasons psychologists suggest for our generational angst. Another, brought up on multiple occasions by my peers and by psychologists I spoke to, is the luxury (as ungrateful as it sounds) of too much choice.”

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The Subtle Differences Between Gen Y and Gen Z

While our focus has been primarily on generation Y there is a new generation coming of age that is the same but different. Understanding them will be a key to effective marketing.

Key quote: “Genera(tional)lly speaking, Gen Z and marketers’ current focus, Gen Y, couldn’t be more different. Beyond these early differentiators, Gen Z will be the first generation of consumers to grow up fully immersed in digital culture. Marketers haven’t seen anything yet.”

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This research will challenge how you manage Gen Y workers

This article identifies three so called “myths” about Gen Y are worth reading and reflecting on along with five steps for getting the most from your gen Y workers. It rightly points out we need to assess and treat Gen Yers as individuals but that doesn’t mean there are not some general trends that are evident.

Key quote: “CEB advisory services director Aaron McEwan says employers should forget the many quasi-scientific gen Y theories and treat young people as individuals to make the most of a productive and expanding segment of the workforce. .”

Read the full article here.

 

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Consumer tribes – how Gen Y, X, baby boomers shop and respond to brand marketing

A look at how Gen Y responds to marketing helps us to see how marketing needs to change to keep pace with generational changes.

Key quote: “According to his research, Gen Y consumers, in their 20s and early 30s, do not feel a sense of loyalty to brands and are happy to mix luxe pieces with bargain bin finds. Digitally fluent, they want and expect brands to engage with them online.”

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Generation Y shrugs off the slacker tag

The writer challenges common Gen Y stereotypes with examples of three acquaintances who are, according to her, among a newer breed of Gen Y workers.

Key quote: “With the economy having shrunk and workplace analysts saying how employers are keeping staff numbers down by expecting people to do much more… the Gen Y’s I know are smart enough to realise that you are responsible for your own happiness, career success – even survival, and you just get on with it.”

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Hey Gen Y’er, want a promotion? Communicate like an old guy

Many of these articles talk about how baby boomers need to handle Gen Y employees. This article gives tips to the Gen Y employee, helping them to more successfully work within the corporate world of baby boomers.

Key quote: “Call them, don’t text them. My age group grew up professionally using the phone and then, later in our professional life, email. It’s been my experience that Gen Y’ers aren’t generally inclined to call people on the phone. That said, you will stand out and be remembered.”

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Meet Generation Y: Your company will need to connect with the Millennials

 
This article contains a good description of Generation Y along with some useful insights on how your workplace might need to change as you seek to retain the best and brightest.

Key quote:  “Eventually, the members of Generation Y will be the customers, co-workers and supervisors of your company. That fact is demographically inevitable. So, who are these people? And how will your organization engage them? They’re eager to advance in their fields and looking for mentors to help them do so. Gen Y is driven, creative and adaptable – which could all benefit your company.”

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Millennial retention: 5 ways to keep young talent

 
This article points out the expense involved in training new employees and ways to hold on to the best talent you have.

Key quote:  “If they don’t have mentors, they get lost and aren’t as engaged. With mentors, they feel like the company cares enough about them to invest in their career.”.

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