First, as a manager or a business leader you must understand your Gen-Ys.
They are 72 million strong!! Their life value was shaped in a high-tech world with hyper-involved parents and overscheduled lives. They are used to being both seen and heard.
In the workplace they speak out if they don’t think something is being done correctly. Their positive, can-do attitude about getting the job done well and efficiently, means they’ll get the job done and move on to doing the things they really enjoy. Like being with friends and family!
They are confident of their skills, with a keen eye on their careers. They want active involvement in management decision-making which makes leading these very goal-oriented individuals a challenge.
Get Gen Y involved in the corporate vision and enable them to grow and stay committed to the company. Seek their opinions on what the company is doing well, what it needs to do to improve, and how it should implement these improvements.
You will have committed and loyal Gen-Y employees when they:
- Believe they can make a real difference in the world.
- Are connected to the vision and purpose of the organization.
- Clearly see how their individual efforts contribute to moving that purpose forward.
Lead your Gen Y employees by:
- Building a culture of recognition to foster dedication and loyalty – recognize and value their efforts immediately and consistently. These computer literate and internet savvy folks are accustomed to instant results.
- Give small, frequent rewards (i.e., Starbucks/Dunkin Donuts gift card) and personal recognition like “Great job on that project” and the utilization of the two most underutilized words in the English language, “Thank you.”
- Creating balance – Provide Gen Ys with opportunities to balanced life, staying healthy and fit and philanthropy — new recycling techniques, stopping world hunger and supporting relief efforts. They’re committed to getting the job done on time and right, and will remain accountable provided you provide them flexibility.
Foster your Gen Y’s long-term relationships with your organizations by:
- Providing constant learning, growing, and recognition for their efforts.
- Since they thrive on teamwork combine talents and individuals to achieve a common solution to any goal.
- Offer mentoring programs and involve a variety of people with different talents, styles and expertise to further Gen Y’s loyalty.
- Pair Veterans and Baby Boomers with Nexters to pass on their knowledge and expertise before they leave the company. This will allow communication and the building of rapport, respect and trust.
Finally, no matter when your employees were born — in 1950 or 1980 — happy employees are productive employees committed and dedicated to the growth and success of your organization.
Dianne Durkin is president and founder of Loyalty Factor, a specialized consulting and training company that enhances employee, customer and brand loyalty for some of the nation’s most prominent corporations and many smaller businesses. Dianne’s proven expertise lies in helping companies quickly get to the core issues and outlining their impact on the organization’s profits, productivity and people. www.loyaltyfactor.com