MANAGING GEN “Y” EMPLOYEES

EACH GENERATION HAS SOMETHING

DIFFERENT
MANAGING GENERATION ‘Y’ EMPLOYEES
• DEFINITIONS OF GENERATION
• GENESIS OF SOCIAL GENERATIONS
• GENERATION GAP & FACTORS
• THEORIES OF GENERATION
• CLASSIFICATION OF GENERATIONS
• CHARACTERISTICS OF GENERATION Y
• BELIEF OF GEN Y
• HOW GEN Y SEE THEMSELVES
• CHALLENGES
• STRATEGIES TO MANAGE GENERATION Y
• CONCLUSION
 DEFINITIONS OF GENERATIONS
• A GENERATION IS ALL OF THE PEOPLE BORN & LIVING AT ABOUT THE
SAME TIME COLLECTIVELY. MOST OF WHOM ARE APPROXIMATELY
THE SAME AGE & HAVE SIMILAR IDEAS, PROBLEMS & ATTITUDES.

• IT CAN ALSO BE DEFINED AS THE AVERAGE PERIOD, GENERALLY

CONSIDERED TO BE ABOUT 15 TO 20 YEARS, DURING WHICH
CHILDREN ARE BORN, GROW UP & BECOME ADULTS.

• SOCIAL GENERATIONS ARE COHORTS OF PEOPLE BORN IN THE SAME

DATE RANGE & WHO SHARE SIMILAR CULTURAL EXPERIENCES.
GENESIS OF SOCIAL GENERATIONS
 GENESIS OF SOCIAL GENERATIONS

• AUGUST COMTE – (1798-1857)

 PHILOSOPHER & FOUNDER OF SOCIOLOGY

• IDEA OF SOCIAL GENERATION ASSUMED IMPORTANCE – 19th CENTURY

• IMP CONTRIBUTING FACTORS – SOCIAL & ECONOMIC CHANGES,

MODERNISATION , INDUSTRIALISATION.
• INCREASING AWARENESS OF POSSIBILITY OF PERMANENT SOCIAL
CHANGE & YOUTH TO REBEL AGAINST THE ESTABLISHED SOCIAL ORDER
GENERATION GAP
 GENERATION GAP & FACTORS
• GENERATION GAP
 DIFFERENCE IN BELIEFS, OPINIONS, INTERESTS & ACTIONS.
 THE BREADTH WIDENED IN 20TH & 21ST CENTURY.
 FIRST USED IN 1960.
• ACCELARATING RATE OF CHANGE IN SOCIETY.
 DEVELOPMENTS SLOW IN 1800’S
 TWO OR THREE GENERATIONS LIVED SIMILAR LIFESTYLES
 TECHNOLOGICAL & SOCIAL ADVANCES
• INCREASED MOBILITY OF SOCIETY
 ACCESS TO INFORMATION FROM OTHER CULTURES LIMITED IN
EARLIER TIMES
 THEORIES OF GENERATIONS
• KARL MANNHEIN – “THE PROBLEMS OF • STRAUSS - HOWE
GENERATION”

 DEFINED GENERATION AS A GROUP OF

INDIVIDUALS OF SIMILAR AGE WHO HAVE  THEORISES THAT THE PAST
EXPERIENCED NOTABLE HISTORIC EVENTS GENERATION HAVE THE GREATEST
WITHIN A SET PERIOD OF TIME.
INFLUENCE ON THEIR SUCCESSIVE
 THIS HISTORICAL EVENT HAS TO OCCUR & HAS GEENRATIONS
TO INVOLVE THE INDLS IN THEIR YOUNG AGE
AS LATER EXPERIENCES WILL TEND TO RECEIVE
MEANING FROM THOSE EARLY EXPERIENCES.
• BASIS – CAUSE & EFFECT
• THE TWO THEORIES WHEN COMBINED & USED SIMLTANEOUSLY, CAN BEST EXPLAIN
HOW A GENERATION EMERGES
 CLASSIFICATION OF GENERATIONS

• THE LOST GENERATION. (1883-1900)

CAME OF AGE DURING WW I & MOBILISED ON A LARGE SCALE
 VULNERABLE TO SPANISH FLU PANDEMIC
 SAW EFFECTS OF GREAT DEPRESSION
 SAW THEIR OWN SONS LEAVE FOR WW II
 LOST IN THIS CONTEXT REFERS TO “ DISORIENTED, WANDERING,
DIRECTIONLESS”

• THE GREATEST GENERATION. (GI GENRATION)(1901 -1927)

 CAME OF AGE DURING GREAT DEPRESSION
FOUGHT WW II ( FORMED MAJORITY OF SOLDIERS)
 DEVELOPED THE VALUES OF PERSONAL RESPONSILBILITY, DUTY, HONOUR &
FAITH
 CLASSIFICATION OF GENERATIONS

• THE SILENT GENERATION (1928 – 1945).

 CHILDREN OF THE GREAT DEPRESSION – PARENTS FACED
ECONOMIC HARDSHIPS.
 MANY LOST THEIR FATHERS & ELDER SIBLINGS TO WW II
 GENERATION COMPARATIVELY SMALL.
 ATTITUDE LEANED TOWARDS NOT BEING RISK TAKERS & PLAY SAFE
• THE BABY BOOMERS (1946 – 1964).
 CHILDREN OF THE GREAT GENERATION & THE SILENT
GENERATION.
 INCREASED BIRTH RATES, LARGE DEMOGRAPHIC COHORT.
 PERIOD OF ECONOMIC PROSPERITY.
 SURGE IN MIGRATON.
 CLASSIFICATION OF GENERATIONS
•GENERATION X (1965- 1980)
BABY BUSTERS - BIRTH RATES SIGNIFICANTLY SMALLER IN
COMPARISON TO BOOMERS
NOTABLE DEVELOPMENTS – PERSONAL COMPUTERS &
UNPARALLED EMPHASIS ON EDUCATION

•GENERATION “Y” (1981- 1996) “Millennials”

GENERATION CAME OF AGE IN THE NEW MILLENIUM.
CURRENTLY THE YOUNGEST GENERATION.
 GENERATION “Y” : CHARACTERISTICS

• GENERATION “Y” IS THE FASTEST GROWING GENERATION IN BUSINESS & BUSINESS

LEADERS.

• TECH / WEB SAVVY.

 BORN INTO AN EMERGING WORLD OF TECHNOLOGY.
 ATTRACTED TO ORG WHERE TECHNOLOGY IS AT FOREFRONT.
 TECHNOLOGY PART OF THEIR DAY TO DAY LIFE.

• WORK LIFE BALANCE. (9 OUT OF 10 PLACE IMP ON WORK LIFE BALANCE)

 PREFER FLEXIBLE WORKING SCHEDULES.
 PREFER WORKING REMOTELY.
 FAMILY TAKES PRIORITY OVER WORK PLACE.(FAVOUR FAMILY OVER CORPORATE VALUE.)
GENERATION “Y” : CHARACTERISTICS
• AMBITIOUS.
 CONFIDENT & AMBITIOUS.
 NO LIMIT TO WHAT THEY CAN ACHIEVE.
 HIGH EXPECTATIONS OF THEIR EMPLOYEES & EXPECT THIS TO BE
MATCHED.
• TEAM PLAYERS.
 TEAM WORK HIGH ON THEIR AGENDA,TEAM MEETINGS &
COLLABORATION .
 SEEK OPENNESS & TRANSPARENCY FROM EMPLOYEES.
• COMMUNICATIONS.
 COMMUNICATION IS THE KEY FOR GENERATION “Y”
 PREFER COMMUNICATION WHICH IS QUICK & EFFECTIVE.
PART- II
 PART- II
• BELIEF OF GEN Y
• HOW GEN Y SEE THEMSELVES
• CHALLENGES
• STRATEGIES TO MANAGE GENERATION Y
• CONCLUSION
BELIEF OF GENERATION Y
CHALLENGES

CHALLENGES
Disrespectful to authority/display arrogance/attitude
 Unreasonable expectation for salary and benefits
 Spend too much time on internet and social media
 Restless/hyper/impatient
 Fun loving/partying
 High staff turnover /change job too frequently
 Lack loyalty commitment
 Lack of clear focus on career
 High ambition
 STRATEGIES TO MANAGE GENERATION Y
 Create Opportunities to Bond
 Tell It Like It Is
 Avoid the “Good Old Days”
 Create Gen Y–Friendly Rules
 Be Open to Virtual Work Environments
STRATEGIES TO MANAGE GENERATION Y
 Offer Flextime
 Interact Often
 Stir Up a Little Fun
 Tell Them Why
 Freedom and Flexibility
 Offer Close Coaching and Guidance