«Generation Y» not need entertainment, and a good boss!

why young people do not want to work? Because the executives have not learned how to motivate, inspire and retain young employees relating to "Generation Y», says a consultant on leadership, Mark Crowley. < Website is divided by considerations make about how to do it correctly.

According to a new study by Gallup, employees aged 20-36 years - the most disinterested generation of workers. Last year, changed jobs, 21% of them, while 60% are sending resume now. And companies that have tried to keep them so by providing "buns" and agreeing to the dress code in favor of the abolition of "self-expression" probably irritated. Maybe it's time to just accept that it is too demanding of people who believe that the all of them have, and that will never be loyal and happy at work?

No. Gallup study reminds us that Generation Y workers grew in a completely new environment, and they have a unique set of values, needs and views of the world. But they are not fair to call lazy. < They are really demanding. They know precisely what they want to receive in exchange for their work, and are willing to look for it until they find. This generation of workers, which rejects the traditional way and expects that their bosses and their employers to adapt to this.

After reviewing all the 150 pages of the report, I talked with Jim Harter, director of the Gallup research, and asked him to tell about the main life experience, which determines the character of the people of this generation

There are three main components:. They have seen their parents are stressed about work As a child, many of them returning from school to an empty house and have not seen for a long time with their parents. They are seen as organizations require their employees to work much more than 40 hours a week. They saw their parents as stress poisons family life. Therefore, the Y generation - a generation that is not willing to sacrifice their lives for the sake of work. They want to be judged on their on the results, and not by the time they have spent in the office.

Overload and excessive parental care many members of Generation Y children charged the full program. They are recorded in the sports camp on taekwondo on music lessons, water polo and so on. Perhaps to compensate for the absence during the working week, these parents have diligently attended all the events that are sent to children on the weekends, constantly praised and encouraged them. Bottom line:. Generation, which is much more likely to need feedback and approval, expect individual relationship from his superiors

most technologically savvy generation is the first generation who since childhood had instant access to an extensive and information, thanks to new technologies. And thanks to social networks are not just a good idea of ​​how the thoughts of others, but also better know what other people in their work. They perfectly know what other opportunities are there in the job market, what is the corporate culture in other companies. They also can be idealistic expectation that get what they want, you can quickly.

They want to see the meaning in his work "In the depths of the soul in each of us there is a primitive desire to achieve in life for something important" , - said the head of Oracle CEO Larry Ellison. And the satisfaction of this need is the basis of motivation of Generation Y. These Gallup show that this generation does not want, to all of them served on a plate with a golden platter, and they do not prefer the fun growth and development. According to Harter, they want their work to be meaningful. "They want accountability and a sense of value, which is reached own efforts ».

HR-director of Google, Laszlo Bock, who runs an army of Gen Y workers, put it this way: "In the coming decades the most gifted, the most hard-working people on the planet will move to places where they can engage in meaningful work and to participate in determining the fate of their companies' .

They want to have no boss and mentor once in the business to be that people do not want to work, and that they need to be constantly forced to something, to maintain productivity. But Generation Y has a deep desire to give her life meaning is due to the work. Therefore, they set themselves a very ambitious targets and want personal responsibility. So, push their bosses of the traditional type, that only know how to shout orders and manage all the same way.

"This generation expects to have not just a good boss - says Harter - but a good coach, a mentor. Such leaders achieve results due to the fact that it is easy to contact. They try to find out their employees as individuals. They find in them a strong hand, direct their growth, and constantly provide feedback. They are - the defenders of their employees. " And interest in the work of the majority of people is small, precisely because few people today have such leaders.

They want frequent feedback in many large companies only once a year evaluate employees. But the Y generation, says Harter, expect much more frequent contact with the leadership. And what they want to hear? In addition to the recognition, they want clarity. Above right if tasks do they work? It turns out you have them? Did they benefit? Generation Y does not need constant rewards, but needs in the manifestations of love.

Attention to strengths in a recent Gallup survey asked participants to again "survive" the previous working day. The researchers found that workers who have worked hobbies other, much more able to use their strengths rather than weaknesses. "In many cases, the work that we give to people, does not correspond to the way we advertise the job - says Harter. - And in this case, people immediately lose interest in this study. Of course, one can not ignore the weaknesses of the employees, but truly wise leaders are able to see what makes

Growth and development When people feel special each person, and adapt it to the challenges of his strengths. ", They are constantly expanding its own capacity, they are extremely passionate about their work. Generation Y - the most educated generation in the composition of the current workforce, and therefore they are acutely focused on their needs for growth, they think a lot about my future. They want to know at what stage are, where are moving, and that he would support them in this way. "Now the task manager - to think about the development of no less than about the performance of people, - says Harter. - Development provides results, and more detailed feedback strengthens relations »

. Some organizations still think that generation Y - this is some mercenaries, who are constantly looking where profitable. But research shows that they are actually looking for a compelling reason to stay. and the previous generation of workers at this stage of life to change jobs more often. But at some point they decided to take a long-term loyalty to an organization. Today and Generation Y is gradually approaching a solution. Where they will be, it depends on how you control them.

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