News
What do these young people want?
Tue, Dec 8 2009
We all know young people are different. Why do we not treat them differently? Why do we expect them to put up with things the way we did?
These people have generally lived far more in their short years than the generations before them. They are better educated, better connected, more widely travelled and have packed more activities into their life. It would be surprising then, if they behaved just like us at work.
Of course there are a lot of things they want in common with previous generations: an interesting and challenging job, competitive pay, career progression and competent management. The difference is – they want it now. They are not prepared to knuckle down, work hard and trust that these things will come along in due course. They’ve already worked part time through their school and university years. This is their first real job. They expect it to be different. They are generally prepared to work hard and contribute but they expect others to have as much commitment as them and commitment to them.
There is some research from a global study conducted by Towers Perrin for Adrian Gostick & Chester Elton who are writing the second edition of “The Carrot Principle”.
“We found people 25 and under (younger employees) are motivated by working with a successful organization and doing exciting, challenging work. Want to keep them happy and engaged? Then give them regular promotions and formal recognition for their work efforts. The data shows their engagement increases as they feel that their work is noticed, has an impact on the company and their own careers, and that the organization cares about them.
We also found that you, as a manager, are the most significant factor in these younger employees' attitudes towards their organizations. A positive impression of their manager leads to positive impressions of their company, and vice versa.
Of course, we don't stay young forever (sadly).
As employees develop in their careers, their shifting desires turn from seeking to be noticed to needing to be empowered. Employees age 25 and up (older employees) are primarily driven by a need to feel their company and manager trusts them to perform. These workers are also motivated by doing exciting and challenging work, but thrive on duties with variety. Like younger employees, they want to work with a successful organization with a strong future, but they value more autonomy. While they need recognition to be engaged, they do not need it as frequently as younger workers.”
While many businesses have clear processes in place for managing people: strategic plans, well designed and documented job roles, rewards linked to performance and career paths, they either don’t communicate these well to younger people by making them relevant or they are just not designed to appeal to them in the first place. As managers we need to get close to our people, recognise their differences and adapt our style to meet their needs.
At Horizon, we don’t necessarily believe there are big differences between baby boomers, generation X and generation Y. We believe they probably want similar things: flexibility, challenging work and appropriate rewards. It’s just that younger people see these things differently and they want them faster. They don’t want a gold watch and flexible hours at the end of a 40 year career, they want them now.
Here is the problem for businesses not providing them. These people are mobile. Regardless of the downturn, the good ones can find jobs, and they will if their needs aren’t met in a reasonable time.
What should you do? Firstly, make sure all these processes are in place and then make sure they mean something to your new recruits. Talk to them about their aspirations, their lifestyle and their challenges and take action and adapt your plans where you can. You can’t please everyone all the time but it seems some organisations are just carrying on blind to the needs of the younger people hoping they’ll fit in just like we did.
If you need some assistance in putting these basics in place please contact us.