A recent survey of over 5400 Gen Y’s in over 5 countries shows why we should be focusing on recruiting and retaining this dynamic generation.
Here are a few stats from the report and survey:
96% want an environmentally aware workplace
Flexible: 56% prefer to work flexibly and chose when to work
79% prefer to be mobile rather than static workers
Unconventional: 40% of the Generation Y would like to take their car to go to work, 20% by public transport and 18% walking!
Life Long Learning Experience: The reasons for choosing a company are:
1: Opportunities for Learning
2: Quality of Life
3: Work Colleagues
41% of the Generation Y prefers to have access to a team space and 32% prefers breakout spaces rather than a conventional meeting room
For the full details go to:http://www.johnsoncontrols.fi/publish/etc/medialib/jci/be/global_workplace_innovation/oxygenz.Par.41451.File.dat/Oxygenz%20Report%20-%202010.pdf
Posts Tagged ‘leadership’
2010 Report and Survey on What Gen Y Wants
Wednesday, April 28th, 20108 Ways to Get Gen Y’s Engaged With Their Workplace
Sunday, April 11th, 2010Generation Ys were born into technology and grew up with it as part of life. Most Gen Ys have more than one TV and two computers per household. Their preferred communication method is instant messaging, and their preferred way of learning is through video games or computer games. This is quite different than the “lecture” style of learning that Zoomers and Gen Xers became accustomed to.
Gen Ys are not loyal to a company; instead, they are loyal to their friends. If they feel their bosses or co-workers are like friends they will stick around. If they dislike their boss they will quit with little concern.
On average Gen Y does not leave home until they are thirty-five years old! You might be thinking, not me—ours are away at college. Well, guess what? They are coming back! If a Gen Y is still living at home and a Zoomer or Gen X boss tells them to do something or they are fired, Gen Y has no survival issues. Why? Because they still have a roof over their head.
So how do you lead Gen Y?
1.Be up front with them. You know they want to learn as much and get as much from the company as they can before moving on.
2.Increase technology and knowledge of technology in the workplace. Gen Y expects to have the best technological tools available to them.
3.Give them what is important to them to get them to stay (such as paying for their education and providing social, fun activities) and support them as people.
4.Set them up with a guide who can support them to succeed. If Gen Ys feel they are failing, they will give up quickly and become apathetic.
5.Show them how their work affects overall company goals. How does what they do as people affect what the company does in the marketplace?
6.Involve them in a company charity event or environmental cause. Generation Y is the most humanitarian generation.
7.Allow them to have a life. Give flex days off, and be flexible with start and finish times.
8.Treat them as friends. Gen Ys will not automatically respect authority or leadership, because they feel respect is personally earned (not given based on a title).
We need to look at what we can shift or change the rules that have been in place for the working lifetime of a Zoomer. With Gen Y in the mix, things aren’t just changing, they are transforming.
2010 Create Your Year at a Glance
Monday, January 4th, 2010Well here we are already January 2010!
If you were like most of us 2009 was a year of forced change- we had to adapt or risk losing ground.
I know for me personally 2009 was a year of major adapting, changing environments for my daughter, mother in law and in December my hubby and I.
3 moves in one year!
The value in forced change is that it causes us to become laser focused on what is important and necessary and it allows us to discard the superfluous. When we get rid of extra stuff such as tasks that waste our time, material items that have been taking up space or activities that do not contribute to our well being we find ourselves becoming clearer on priorities and what it is we ‘do’ want.
Rather than do a big written list of resolutions or goals for 2010 I recommend doing the ‘year at a glance’ exercise. All you need is a 2010 print calendar and do the following:
- Take some time away from noise and get comfortable
- Think about December 2010 and what you would like to say on December 31st as to the highlights of 2010
- Go through each month in the calendar and write a high level ‘outcome’ you would like to create for example in January 2010 I want my new joint project with Teresia LaRocque www.triplemmastermind.com to successfully launch, in February I want my manuscript for my next book to be ready for edits and so on
- When you go through the year month by month you can also look at personal goals- for instance in July I want to finally go to Italy with my hubby
By looking at the year in a high level ‘outcome per month’ perspective you are able to focus on both professional and personal goals if you are more of a visual person you could also do this on a big year at a glance wall calendar OR if you are a techie you can put your monthly ‘outcome’ in your reminders or calendar.
I hope 2010 is a fantastic year for you!
How A Gen Y Leads
Wednesday, September 23rd, 2009Gen Y’s typically do not seek leadership the way Zoomers (Boomers who refuse to age) did or do. Many Zoomers felt that positions of leadership were signs of progress in their careers.
Gen Y’s see leadership as something extra that is added to their work load and they don’t want to be in charge the way it has been done by their Zoomer counterparts.
A Gen Y Leader looks at leadership as follows:
* Provide me with the training and skills to be a good leader I don’t want the job if I can’t be set up to succeed
* Don’t expect me to work as hard as you have or long hours in the office- I will get my job done and lead by using media, technology and I don’t need to be in the office to do this
* I don’t want to ‘boss’ people around- we are a collaborative team and I will be a interactive team leader
* We are solution oriented and we don’t always look to the past for the answer- please allow us to find new solutions that may require changing how we have done things
As you can see Gen Y sees leadership as a team effort not a hierarchical top down role. Gen Y is not impressed by seniority – they do not equate time on job with being highly efficient and productive.
We are seeing more Gen Y leaders and they are creating interesting dynamics for organizations acrosss North America.
Is It Time For You To Transform?
Tuesday, June 30th, 2009A recent survey of 500 companies found that:
Apple, Google, Hewlett-Packard, IBM and Proctor & Gamble were rated as companies that have recently mastered transformation.
The same respondents expect Ford, GE, Google, Microsoft and the US Government to be the best bets for transformation in the next few years.
Also the survey discovered:
78% recognize the need for transformation
66% have committed to transforming their organizations
79% believe the environment has increased the need for transformation
A few questions to ask yourself about transformation for your leadership or your business:
1. Do I recognize the need to transform?
2. What do I need to do to personally transform?
3. What do we need to do to globally transform the business?
4. How can we transform our culture?
Your answers to these questions will guide you to search for the resources, support and examples of individuals and companies already ahead on the transformation curve.
Do’s and Don’ts of Running Our Business in Today’s Economy
Friday, June 19th, 2009In my consulting and coaching work I am being asked a question that is common regardless of industry, business or position. The question is, “how do I know what action to take in today’s environment?”
We can become immobilized by all of the options available to us- if it is at all helpful I have the following Do’s and Don’ts as a guide:
Do’s
Do -Look At Your Business or Your Leadership through the eyes of another industry to find ways to operate. If you are in retail what can you learn from manufacturing?
Do- Re-connect with your customers about what they want and need. This will help you to re-focus on what your customers truly want rather than what you think they want.
Do- Get people talking. Use the social media tools, twitter, facebook, myspace and linked in are great for creating dialogue.
Do- Reexamine your business model for processes, products, and systems that are no longer working.
Do- Constantly look for ways to add value to your customers, your company, your team and all you connect with. Focus on meaningful and heartfelt interactions.
Don’ts
Don’t- Stagnate with status quo- sitting back is a ‘wait and see’
Don’t- Stop marketing your product or service. Communicate with your customers now more than ever.
Don’t- Assume your suppliers and vendors are doing fine. Visit in person, pick up the phone, negotiate creative ways to continue doing business.
Don’t- Lose your creativity. Focus now more than ever on new revenue streams, new ways to leverage existing client relationships,
Motivating Gen Y, X and Zoomers
Wednesday, May 20th, 2009Are Gen Y’s More Optimistic Than Zoomers?
Thursday, March 12th, 2009I recently spoke at the MPI Mid America Conference in Lexington, KY and one of my presentations was on working with the generations in the workplace in turbulent times.
I was in the elevator coming down to set up for the presentation and I was joined by a gentleman who would be considered to be a Zoomer ( a modern Baby Boomer). I introduced myself and told him I was going to be presenting on the generations. His immediate comment was:
“Those Gen Y are having a reality check right now aren’t they? Now they know what it feels like to be in a recession.”
It got me to thinking and asking myself, “Is it possible that because Gen Y has not had experience with past recessions they do not have a context for this one?”
That thought then led to the next question to myself which was, “Is it also possible that the fear and cynicism of those of us who have been through previous negative experiences is causing us to ‘project’?”
We simply cannot compare ‘recessions’ and we also cannot ‘project’ our fear of past experiences on to the current generation. First of all they don’t believe the hype. Yes some of them may have lost their jobs and yes that is a wake up call at any age- but their concerns are not about the same things that would concern a Gen X or a Zoomer.
Gen Y’s have a natural born social structure supported by social media that as quick as they may have lost a job they have a friend who is telling them about another opportunity!
Zoomers who are using social media (FaceBook, Twitter, LinkedIn, MySpace, Plaxo etc.) at varying levels are recognizing the benefits of being ‘connected’. If as a Zoomer you are choosing to remain a lone wolf or to figure things out for yourself then indeed YOU are in for a harsh reality.
It is easy to be more optimistic when you are connected and socially supported. It is also easier to be pessimistic when you are disconnected, wishing for things to return to the way they were and unwilling to change.
So in the end are Gen Y’s more optimistic than Zoomers?
Well the next time you drive by a high school, college or university take a look at the ‘mood’. You will likely see fist bumping, hugging, laughing, texting, and talking on cell phones. 
Top 3 Workplace Trends for 2009
Thursday, February 26th, 2009The Top 3 Workplace Trends for 2009
2009 is gearing up to be a year of transformation- check out these trends:
- Zoomers will not be retiring as planned- USA today surveyed a group of Zoomers and 41% have said they will not retire as planned and will be remaining in the workforce. This means the generational workplace opportunities is here with us for at least another decade.
- Technology will accelerate and users will increase their knowledge of technology to meet the demands of new economy. Zoomers will now buckle down to learn the technology they have avoided or been intimidated by. Gen X and Y will continue to push for use of technology to simplify work processes.
- Globalization of talent means companies will look globally not just locally for the right talent- language will not be a barrier as technology simplifies translation- this does mean companies will further embrace diversity as an asset.
And there is one more…..women owned businesses are expanding
according to NAWB http://www.nawbo.org National Association of
Women Business Owners. 24% of those surveyed says they plan to
add staff this year!