Unless you happen to be a Gen Y reader of this newsletter, you may be one of the many managers and supervisors who are somewhat puzzled about how to work with the youngest generation in today’s workplace.

Generation Ys (Gen Ys) were born between 1981 and 2000. They are the second largest generation (8.3 million Canadians) topped only by baby boomers (9.6 million Canadians). At present, Gen Ys constitute only 15 percent of the Canadian workforce. However, within five years, as the youngest Gen Ys reach adulthood, they will account for about half of all employed Canadians.

Gen Ys will dominate the workforce for the next 50 years; it’s a very smart strategy to learn how to attract, motivate and retain this group of younger talent in your workplace! Within the next two decades, Gen Ys will also replace many of the retiring supervisors and managers.

1. Choose your attitude toward Gen Ys. Managers and supervisors belonging to older generations sometimes waste energy trying to “convert” Gen Ys to their way of thinking or working. Believing that any identifiable group is “the problem” is a path to nowhere. Gen Ys are here to stay, so learn to engage their energy and adapt work processes to benefit your organization for years to come.

2. Understand what makes your Gen Y employees tick. Known for being a rather outspoken bunch, if you ask them Gen Ys will tell what they like, don’t like and what they need on the job. Don’t expect uniformity in their opinions, and do listen carefully. Adapting work processes, changing communication strategies and flexible thinking will strengthen commitment from Gen Ys in your workplace.

3. Group work is key! Gen Ys grew up in groups – at child care, playschool, preschool, after-school care, sports clubs and the like. As a result, they know lots about compromise, teamwork, giving feedback, being direct and saying what they need. Smart managers and supervisors will use these skills to advantage by engaging Gen Ys in group problem solving and creative brainstorming, for example.

4. Adapt communication strategies. Gen Ys are famous for spending hours texting, tweeting and Facebooking, only to leave their telephone messages and emails unanswered – much to the frustration of supervisors who are trying to cover a shift for tomorrow! Try to fully understand all forms of communication and then leverage them. Text or tweet to find coverage; don’t phone or email. In Edmonton, the transit authority uses a Facebook page for drivers to swap shifts, saving schedulers hours of time and decreasing the number of no-shows and short notice cancelled shifts. Could your organization use a similar strategy?

5. Create cross-generational project groups. Generational diversity is no different than cultural, gender or religious diversity. Combat intra-group friction and prevent misunderstanding by developing cross-generational task forces or project teams. Creating relationships through doing real work together builds bridges, pushing generational differences into the background.

6. Relationships make work possible. Older generations are often described as being respectful of authority. In contrast, Gen Ys want to get to know, trust and create working relationships with people in authority. Respect comes not from the position or job title, but from knowing the person.

7. Ramp up direct feedback. Gen Ys are not always very good at “reading between the lines.” So be prepared to give feedback that is direct (sometimes blunt is even better!) and do it often. Positive and critical feedback is best given NOW! Delay the feedback when mistakes have been made and Gen Ys are more likely to believe that what they did was okay. And, don’t dance around the issue. Putting so many pillows around a problem will mean that they will miss the message entirely.

8. Increase flexibility. Let me go back to point #4 about communication. About the time that you figure out texting and tweeting, you will meet a Gen Y employee who doesn’t use technology, preferring that you call them at home on their landline! So, be flexible! Gen Ys also need their employers to understand they have a life outside of work that will periodically require bending of schedules and flexing
the rules once in a while.

9. Measure satisfaction regularly. Good employers survey all employees regarding staff satisfaction. More than any other generation, Gen Ys like to be asked for their opinions on how things are going. And don’t forget to ask them how to improve on things — they may amaze you with their creative ideas and solutions.

10. And finally, if the hair is standing up on the back of your neck after reading this newsletter, give it to a Gen Y to read and ask them if I’ve “got it right”? Use this edition of the 10 Tips Newsletter to generate a conversation with Gen Y employees in your teams, a family member or a friend. They will likely tell you that I’ve got it partially right AND that they have some other opinions that they would
like to share with you! Welcome to the magic of the next wonderful group in our workplaces.