Tag Archives: Baby boomer

Gen Y Workforce – Are They Taking The Workplace To The Next Level?

Gen Y Cover

The problems that exist in the world today cannot be solved by the level of thinking that created them.”
-Albert Einstein

An iPhone or a Tab on the work desk, with Twitter and Facebook accounts getting refreshed. Junk food packets with cold drink lying on one corner of the desk, you know this is a millenial’s desk, part of the Generation Y crowd. They are determined to sync the work place as per their global ,always plugged-in culture . And believe me, the Gen Y workforce will challenge the work place like no other and change the paradigms.

With cross cultural diversity being important in the workplace, the new age demands for generational diversity too. With popping judgements, the millennial are always ready with a solution. The very base of the tenure paradigm is challenged. Knowledge and experience do not seem to be correlated to age. Whether or not the Gen Yers swipe in the office, they are 24/7 available online on various networking sites to offer solutions. Cloud computing is the in-thing and virtual office is what they intend to set up.

This tech savvy cadre works on the JIT model. Best practices are followed as long as projects are carried on and no time is wasted in planning and detailing. Instead the process is replaced by co-ordination.

This extremely active multi task capable work force prefers autonomous yet connected environment. Collaborative and collective leadership is what they desire and they challenge the control and command an exclusively management style of working.

As a HR professional, when I think about the complex nature of such workforce, I feel the challenges are high in terms of retaining the Gen Yers. Gone are the days when people start their career with a organization and toil and moil in the same organization till retirement. The next generation professionals always have two to three options to choose from and loyalty to one organization is something that cannot be expected out of them.

While retaining is a challenge, engagement is a bigger one. Customization and Tailor making is the only solution. Fixed models and standardized SOPs may dampen the productivity and engagement. Newer job designs, fresher skill metrics and attractive benefit programmes may be the call for the day.

Collaborative culture building is going to be the KRA for OD practitioners. Communication mechanisms not only with-in the organization, but with the external stake holders and customers have to be built in as a practice. Appraisal is yet another area that the Gen- Yers would definitely want to challenge. The standard PMS will have to be replaced with the 360 degree method of appraisal.

There is always resistance with every new wave. Newcomers invite skepticism and hesitation. And this in turn gives room for development. Diversity is the mix and inclusion is making the mix work in the desired way!!

P.S. While I write the above article, it is imperative for me to let the readers know that I belong to the same set of Millennial crowd I talk of above.

debates command etc


5 Reasons Why Millennials Hop Jobs Soon


First the important questions, what is a Millennial or how do we define Millennial? Wikipedia defines it as the Generation Y which began after Generation X and those born between early 1980’s to 2000. Yeah, you got it right, the impatient kind.

So why are they tagged Job hoppers and why don’t they stick like the previous generations. Five most important reasons are.

  1. They like challenges, one ceases to exist, they lose interest and they know the world has many so they move ahead. Sticking around unnecessarily in the digital world is boring for them.
  2. They know their true worth and anyone trying to underpay in cash or kind is undeserving according to them. The employer has to pamper because the Millennial otherwise would leave for a more pampering employer.
  3. The Millennial is a selfish creature. He likes working for his own good and when he does this, he helps the world become a better place. Mark Zuckerberg created a Facebook for example and today the world’s a small society, ain’t it? So basically, let him do what he wants and thereby wait for your good.
  4. The Millennial looks for several other benefits too. Like a great office, game zones, flexi-timings, work from home in case he needs, sometimes even beer in the office (some companies do have that option). If you don’t have such facilities, this group of Gen Y won’t stay and will find a better place. So better equip or lose on good talent.
  5. And finally, they need evolving opportunities. So give them training opportunities, development techniques. Yes, they might turn out bigger than you in the process but if you don’t allow them such perks, they won’t stay in anycase.