Managing Generation Y in the Workplace: How Can Managers Motivate Their Employees?

The secrets to managing Gen Y in the workplace

The secrets to managing Gen Y in the workplace

When it comes to managing Generation Y in the Workplace (Millennials), one of the most frequently asked questions is: How can managers motivate their employees? —These young, hyper-connected, multi-screened, don’t-want-to-pay-my-dues employees who share the workspace (when they agree to come to the office) with older generations.

Funny enough I don’t seem to have a problem with this idiosyncratic lot. They are smart, exciting, have an unprecedented ability to learn new things fast, to be in touch with what’s going on in the world, and a passion for making an impact in society. And their connectivity doesn’t only mean their smart phones are an extension of their arms, it also means they are global citizens who don’t see race, ethnicity, sexual orientation or even geography the same way their parents do. They have a deeper sense of how connected all humanity is, how one’s actions have an effect in someone else’s life, even when that someone lives thousands of miles away.

The 6 Secrets to Managing Generation Y in the Workplace

There are six secrets to effectively managing Generation Y in the workplace:

  1. Leverage all they have to offer and allow them to impact you and the way you work rather than trying to push them to conform to what the workplace looked like when they entered it.
  2. Learn from them as much as you want them to learn from you.
  3. Give them their own project with specific guidelines on outcomes and deadlines and then give them as much freedom to manage the project as possible. Have checkpoints to make sure they are on task but avoid being the helicopter parent they grew up with.
  4. Invite them to offer their own ideas on how things can be done differently to obtain better results, and then implement as many of their ideas as feasible.
  5. Provide as much work flexibility as possible. If there’s no compelling argument to have them physically in the office 9:00-5:00 PM, let them work from wherever they want.
  6. Treat them with the respect they expect and deserve.
Generation Y in the workforce

4 Key strategies to Engage Generation Y in the workforce

How can managers motivate their employees and strategies that work

But we all know that managing Generation Y in the workplace is only part of the deal. What’s more challenging is to motivate these employees, to engage them with your company in such a powerful way that they don’t feel the need to jump to your competition. It’s been said that loyalty is not one of this generation’s strong suits but I disagree. Here are a four key strategies that have worked wonders for me.

  1. Find out what their personal and their professional goals are and make sure to align them with the projects you assign to them. It is in this alignment that you’ll tap into their passion and their loyalty for the work they do and by extension, to you.
  2. Offer public recognition for their contributions and whenever possible, offer additional awards such as certificates, special opportunities, etc. as part of such recognition.
  3. Provide plum opportunities or assignments to those in your team who excel at what they do. It could be to meet executives in the organization that can function as career sponsors, or attendance to conferences your employees are particularly interested in (even when they don’t relate to the work they do for you.)
  4. Support the causes that are important to them. This is a generation that is involved in many causes outside work. Find a way to tap into that involvement by either providing financial support, time off to attend to activities related to that cause, or even having your company partner with some of the organizations your employees value most.

The best part about working with Millennials is that they are hard working, creative and passionate people. When you start implementing these very simple strategies suddenly managing Generation Y in the workplace becomes the most rewarding part of your day. Suddenly you realize that you have been looking at this group the wrong way and that they are your most loyal employees, your best brand Ambassadors who will promote your company without you even asking.

Generational differences: Gen Y in the workplace

By Cheress García
While addressing generational differences, participants of the Mutual Mentoring Circle “Attracting Younger Workers to Your Team” wanted to understand the dynamics of recruiting, managing and retaining Millennials or Gen Y in the workplace.

Generational differences

Generational differences

How Do You Get Gen Y in the workplace?

Our top answer among our experts was “Give them an opportunity to provide meaningful work and show them where and how they are adding value.” In addition, Marisol Bravo said that providing exposure to senior management to present their work and share their ideas is a key detail that attracts them and keeps them engaged. These Gen Yers want to see opportunity!

Generational Differences: How Do You Retain & Manage Millennials?

Kyle Horan: “Set reasonable expectations early. This ‘generation me’ should have clear understanding of his or her role within the organization.”

Lucida Plummer: “Find out what their agenda is, this will guide the relationship.”

Erie Stith: “Have them understand that moving ahead doesn’t necessarily mean upward mobility. Gaining cross-functional skills to increase your value is also crucial to advancement.”

Adalfri Cuevas:”Appreciate and recognize them.”

Gen y in the workplace

Gen y in the workplace

Generational Differences: What about the interns?

Explorer Dawn Diaz explains that she runs a non-profit organization and she has difficulty retaining young workers although they don’t have experience.

An Expert’s response: Create a one- year internship program; build relationships with the best schools so that they can get college credit for their work.

How do you address generational differences between older generations and Gen Y in the workplace?

Kyle Horan: “It’s a two way street, both parties have to work to understand each other.”

Megan Siemers :”There is opportunity to have some reverse mentoring and not just have the older generations mentor the Gen Yers.”

Additional advice on generational differences and Gen Y in the workplace:

Provide flexibility, let them work “how” they want to work, whether it’s working from home or another space. Sitting at their desk is just not for them!

Beware of the fact that younger workers dislike being micromanaged and want the freedom to innovate.