Lead IT Right

How to Make the Workplace more Generation Y friendly

If Generation Y is teeming with young, techno-fluent recruits, they should be an easier generation to manage than the Baby Boomer generations. Right? Wrong. According to a January 2008 survey by Atlantic Associates, an IT staffing company, young IT employees pose the biggest challenge to their managers. Surprisingly, Generation X is the next hardest to manage, leaving the eldest generations as the easiest.

Jack Harrington, co-founder and principal of Atlantic Associates, says the problem between employers and Gen Y can be traced back to an easier way of life for youth in America today. "The work environment is not living up to the employee's expectation," he says, referencing the fact that many Gen Yers expect immediate benefits such as high pay. However, Harrington argues that there are positive sides to the youngest generation; for example, Gen Yers influence companies to strive for a more philanthropic purpose.

With Baby Boomers reaching retirement and the talent pool shrinking as there are fewer IT graduates, capitalizing on Gen Y workers is crucial. In order to stay competitive, Harrington suggests IT managers recognize the positive side to Gen Y and develop a good work environment that appeals to these in-demand employees.

Here are some tips for making the workplace more Gen Y friendly:

• Make retention a top priority: Focus on it. Talk about it. Never lose talent just because you neglected to pay attention to what's important.
• Give constant feedback: A poll by Robert Half International and Yahoo! HotJobs of more than 1,000 Gen Yers showed over 60% of them want to hear from their managers at least once a day. Employees expect freedom combined with frequent, honest feedback.
• Relay praise: If you've heard someone praise one of your team members, let that person know of the praise. Add some of your own.
• Bring joy back into the workplace: When people enjoy their work, when the climate is positive, when people laugh and smile often, resilience and productivity are higher.
• Provide challenging and meaningful work: They do not want to be bored, and they want to know how their work fits into the company's big picture.
• Stay attuned to their need for life balance: They are sensitive to keeping work life, home life and community life in balance. They may stay up all night to finish a special project, but over the long term, they won't sacrifice family and friends for the sake of their job.
• Frequently connect with your team members: Encourage them. Show interest in their work. Challenge them. The climate will become more motivating for them and for you.

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