Taking off the Boundaries
27-year-old recruiter, Matt Powers, declared to his managers at a staffing company that he wanted to take the summer off. Powers had been with the company less than a year, but he explained to his managers the he had taken every summer off since he graduated from college five years earlier. His bosses scoffed at him and told him there was no way that would happen. They told him that he could quit his job and then re-apply for a job when the summer was over. Being re-hired would not be automatic or assumed. They further stated that this would set a dangerous precedent amongst his colleagues. What would happen if everyone wanted to take the summer off?, they wondered. How would be business survive and who would do the work?, they questioned. The managers at that staffing company did not understand the needs and expectations of Powers’ generation. Work-Life balance is a critical issue. Had Powers worked for Austin Texas-based software company, HotSchedules, he would have had no problem convincing his higher-ups to give him the summer off. In fact, HotSchedule offers unlimited paid vacation to it’s full-time employees. That’s right: unlimited paid vacation. The software company is focused on creating an environment where people want to come to work, have fun at work, and feel appreciated.
27-year-old recruiter, Matt Powers, declared to his managers at a staffing company that he wanted to take the summer off. Powers had been with the company less than a year, but he explained to his managers the he had taken every summer off since he graduated from college five years earlier. His bosses scoffed at him and told him there was no way that would happen. They told him that he could quit his job and then re-apply for a job when the summer was over. Being re-hired would not be automatic or assumed. They further stated that this would set a dangerous precedent amongst his colleagues. What would happen if everyone wanted to take the summer off?, they wondered. How would be business survive and who would do the work?, they questioned. The managers at that staffing company did not understand the needs and expectations of Powers’ generation. Work-Life balance is a critical issue. Had Powers worked for Austin Texas-based software company, HotSchedules, he would have had no problem convincing his higher-ups to give him the summer off. In fact, HotSchedule offers unlimited paid vacation to it’s full-time employees. That’s right: unlimited paid vacation. The software company is focused on creating an environment where people want to come to work, have fun at work, and feel appreciated.
Who They Are
There are roughly 50 million people between the ages of 18 and 30. They are known as Generation Y, or millennials. It is believed that Generation Y cannot be expected to stay with the same company for their entire careers as many other generations have. But, in my own non-scientific research, I’ve found that is not entirely true. I spoke to 15 Gen Y-ers across the state, all working Fortune 500 organizations. 12 of 15 told me a different story than many psychologists and career strategiests. These Milliennials say that if they work in a fun, engaging environment where their needs are being recognized and met, they could see themselves staying there until they retire.
They have a common upbringing, as well. They watched their parents work hard, show great loyalty to organizations, and have very little time for family. In return, their parents either got laid off, were forced into early retirement, or left their organizations after 30 years to collect their minimal pensions. The Gen Y group I questioned does not want the same life their parents had.
With these lofty expectations, why would anyone want to hire the millennials (Gen Y)?
Here are some great contributions they can make:
They want to make a difference and leave a legacy. This mean hard work, dedication, and determination.
They are going beyond the status quo, which translates to new ideas, innovation, and creativity.
They speak up when they see something that can be improved. They are not ‘yes men and women’. I think this means they can move organizations from good to great.
They are the leaders organizations should be grooming.
Research shows that this generation is on course to become the most educated group our world has every known, and the largest group as well; even bigger than their parents, the Boomers. The statistics show that within a decade they will make up more than 30 % of the workforce. We as business owners and leaders need to prepare to hire and engage them, if we are not doing so already. If you can capture and keep their attention, they can be wonderfully productive employees and great assets.
Angela,
ReplyDeleteKudos on another awesome article. Corporate today needs to listen to this generation and great things can happen. The "old school" thinking is so outdated. This needs to be taken seriously.
Thanks,
Connie Price