Managing Generation Y in the Workplace:

Members of Gen Y were born between the years of 1982 and 2000. They are the most technologically savvy of all generations. For other generations, Generation Y can be frustrating, especially when you are their manager. Here are six helpful tips for managing Generation Y that will assist with bridging the gaps.

1. Set Clear Expectations: It’s important to meet with your Generation Y employees and set expectations early on in the employment relationship. Many managers just assume that Generation Y is familiar with the “corporate rules.” This is not necessarily true and Generation Y has different interpretations of those rules. Some important areas to clarify up front include:

Work hours – if there are standard hours that all employees are expected to work, tell them.

Dress code – company dress code should also be discussed. Generation Y is typically more casual in their dress. Don’t assume that they know what business casual means. They are not opposed to dressing a certain way; they just need to know what it is.

Use of technology – this issue is becoming more prevalent as more Generation Y’s enter the workforce. This generation is great at multitasking. They can work on a term paper, engage in multiple conversations through instant messaging and surf the web at the same time. Be sure to make clear the policies around use of technology including the company computer and internet. If you would prefer that they do not message their friends during work hours, tell them.

2. Offer Flexibility: While we realize, it is not always possible to offer flexibility, you should attempt to where you can. Generation Y is involved in many activities outside of the workplace and they value the concept of flexible working arrangements. Be willing to discuss options with your employees. This is a key area for retention purposes.

3. Leverage Their Strengths: Like all generations, Y’s have many positive attributes that they bring to the workplace. To get the most from this generation, find ways to leverage their strengths. Provide them with projects and assignments where they can add value. If you can find ways to utilize their skills and channel their energy, you will experience productive results.

4. Show Them Respect: This sounds so basic but it’s not. Generation Y tends to ask a lot of questions and challenge the status quo. Resist the urge to brush them off because of their age and show them the respect that everyone deserves.

5. Communicate, Communicate, Communicate: Never underestimate the power of communication. Generation Y keeps in touch with literally hundreds of contacts on a daily basis. Because of the way they use technology, they often assume that this is the preferred method for everyone. Share your expectations of when you want to discuss

issues face-to-face and when it’s appropriate to use technology. This will help to avoid mis-communications down the road.

6. Focus on solutions, not problems. They want to improve. If you talk about continuous improvement, they are all ears. So teach them how, by concentrating on what happens next. Whenever something goes wrong, keep asking: What steps are you going to take now? What can you do to improve? When people figure something out on their own, the lesson sticks.

Generation Y’s are generally idealistic, confident and brighter than they might sometimes come across. Be sure to tap into the energy, creativity and enthusiasm of your young talent. They might just be able to teach you a thing or two.