What’s wrong with these kids today?

Generation Y or Generation Why?

Original published by Mattison Grey January 23, 2007

Do you feel as if the older you get, the younger they seem? The twenty-something employees keep coming, and each year they seem younger. And each year, the gap between you and the twenty-somethings you’re working with gets wider, and the leadership chasm deepens. Twenty-somethings are entering the workforce and frustrating forty- and fifty-something managers with their apparent lack of motivation, their carefree attitude, and their unwillingness to tolerate a work environment that doesn’t meet their seemingly unreasonable demands.

Do you find yourself working with twenty-somethings and confused by them? Whether they’re in the role of your subordinate, client, friend, or (my heavens!) your supervisor, knowing what is important to them will make those relationships stronger.

As the American workforce ages, companies have no choice but to hire the next generation of Millennials. The challenge is that Generation X, the Boomers, and the veterans have little more than a clue how to deal with them. I have lost count of how many forty-, fifty-, and sixty-something managers have asked me, “What do I do about these kids? How do I motivate them, and how do I retain my great talent?”

Many of these twenty-somethings are very talented, and they know it. They also know that their skills and knowledge are in high demand. They are not motivated by antiquated management or dictatorial leadership techniques, and they won’t tolerate any of that. If they encounter these situations, they know there’s another company right down the street that will treat them better. They often don’t hesitate to look for greener pastures.

What? You don’t think you’re the one that needs to make the adjustment? Pack your bags or close the shop now; this tension is not going away, and the “old folks” are going to have to be the ones to make the adjustment. Here are your choices: change or flounder.

The big question is: What do they want? And how can we adjust our leadership to align with the younger generation’s desires? Here’s a short list of their spoken and unspoken demands:

First and foremost, they want to be acknowledged for their accomplishments. They want to be recognized for their individual effort and their contribution to the success of the project or team. Gone are the days where you could pat them on the back, say “good job,” and go back to work. That just won’t fly anymore.

A close second is authenticity. As a leader, if you are not being authentic, truthful, and inspired, your credibility is suspect, and you will never win their respect. Members of this generation are very perceptive, and they will know right away when you are blowing smoke—sometimes even before you know you’re doing it.

Third, forget about engagement with this group (and all your employees for that matter). They were born “engaged.” That’s a minimum requirement. What they want—what they will go to the end of the earth for—is inspiration. They want to come to work every day and leave inspired, and they want that for you, too.

What’s the solution? Here are three ways to start to build the bridge over to Generation Why?:

You have to go for your inspiration: find a way to be inspired and inspire your people every day. How do you inspire them? Start by finding out what they really want and then help them get it.

Be authentic in your actions and your words. Most important, tell the truth. This generation is very literal and straightforward. If one of them did the lion’s share of the work on a project, but in public you say, “Under my leadership we…,” the employee is not afraid to say, “No, that’s not accurate. You didn’t do anything.”

As a leader, you have to acknowledge your people multiple times each day. This means paying attention to what they are doing, resisting the temptation to compliment and praise, and saying what they did in a way that conveys appreciation, but doesn’t make the acknowledgment about you.

Do these three things, and you’ll have a fighting chance of retaining your best talent and producing the results you want for you, Gen Why?, and your organization.

Coaching Tools for Leaders: The UH Executive Coaching Institute

Copyright 2007 Greystone Guides. All Rights Reversed