Hiring Gen Y Series: Step One B – Understanding The Generalizations And Stereotypes

By Author: Traci K.
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HIRING GENERATION Y SERIES: STEP ONE B – UNDERSTANDING THE GENERALIZATIONS AND STEREOTYPES

by Traci K and BrightMove Staffing Software and Recruiting Software

Generation Y is quickly becoming a force to be reckoned with in the workplace. Their numbers are increasing steadily and employers proactive in planning for future training and management goals for their organizations must recognize the part Millennials will play in that big picture. In order to assess where young professionals will fit in, understand how to make them productive, and encourage an overall fluid working environment in this multi-generational time we are finding ourselves in, you must overcome and learn to work around the stereotypes and generalizations that surround Generation Y.

Generalizations and stereotypes are, by definition, recognized traits that are applied to an entire group of people collectively. Whether there is any truth to these “facts” is going to obviously vary person to person. However, many generalizations and stereotypes are created because the behaviors behind them are observed more ...
... often than not. Even though they might not apply to all members of the group, it is helpful to understand the high probability of encountering one or more of these characteristics in the youth of your organization and learn to manage them. Heather Salmon provided the list below in a recent post on Entrepreneur.com:

Generation Y Generalizations
◦They’re independent, free thinkers, free agents, in charge of their own careers. They don’t want to be constrained by rules or policies. They’re “me-focused”, having learned from an early age that the best person to look after their interests is themselves. But they also have a strong need to stay connected. They may travel the world but they text and E-mail their friends continually.
◦They’re well educated. Their parents impressed on them the importance of higher learning, and they may well have more than one university degree.
◦They’re tech savvy. They not only know how to use technology, they think and breathe it. They use it to solve problems, find answers, and to keep in touch. It must be instant and it must be the latest.
◦They’re fast-moving, impatient for success, want rewards and recognition just for being there, and are confident in their value to any organization they work for. If they’re not valued and respected they move to greener pastures. They don’t expect or give loyalty, love change, and thrive on new challenges and excitement. They need new stimulation continually.
◦They have opinions on everything and want to express them. They value education over experience, challenge the way things are done, are innovative, know how things should be done, make decisions fast, want instant action, expect instant results, and think for the short-term. The rewards of strategic thinking don’t come fast enough.
◦They’re social. They believe life is for living, want work-life balance, enjoy socializing, and want fun and excitement both at work and at play.
◦They’re materialistic. They want it all and they want it now. Debt is good as it makes this possible. They’re not concerned about when and how they will repay it. They have high expectations for pay and perks.
◦They care about the world and want to make a contribution that will make the world a better place. They’re concerned about pollution, minorities, saving the planet and saving whales. They want to know that their organization is making a positive contribution to the world, and has a positive image in the marketplace.

Read more at BrightMove

Traci K and BrightMove Staffing Software and Recruiting Software.http://www.brightmove.com