Helping Organisations Achieve Success with a New Generation of Workers
THE CHANGING WORKFORCE OF TODAY
The face of the workforce today is constantly changing. As the Baby Boomer generation - people born between 1946 and 1964 - approaches the retirement phase, the need for more skilled talent in the workplace inevitably arises. Increasingly, employers find themselves turning to the next generation, commonly known as the Generation Y or ‘Gen Y’, to fill this demand for skilled employees.
At Kelly Services, we understand the changing nature of today’s labor force, and the increasing importance of the Gen Y segment of workers to the marketplace. Said Mr Dhirendra Shantilal, Senior Vice President and Managing Director, Kelly Services, “Gen Y forms the talent pool of our future leaders and managers. We are committed to helping organizations and HR practitioners better understand them, and develop effective strategies to attract, retain and motivate them towards excellence.”
GENERATION Y-THEIR WORK ETHIC AND PERSONAL VALUES
One of the key traits of Gen Y employees is their preference for doing meaningful work that is both challenging and fulfilling. Gen Y places significant value in what they do, but only if it is worthwhile and makes an impact to their workplace and society.
A technologically savvy bunch, they are plugged in 24/7 to virtual communication channels such as internet instant messaging, mobile phones and email, thus enabling them to multi-task, workeffectively and have a better work-lifebalance. In addition, with technologygiving rise to all things ‘instant’, Gen Yworkers prefer short-term gratification, such as, praise for doing a good job,immediate reviews and instant feedback.
As lifestyle-centered individuals, Gen Y employees treasure their personal and family time. They look for jobs that accommodate their personal life. Believing in a philosophy of ‘working to live’, they also view their relationships with their employers as transactional.
Gen Y employees tend to be outgoing and socially adept, and believe that the office is not simply a place for work, but also an environment for cultivating meaningful relationships.
Attracting Gen Y talent
Organizations need to develop new strategies to attract Gen Y employees with the right skill sets and talent to gain competitive advantage in the marketplace.
Kelly Services has accumulated vast experience in recruiting and managing the current talent pool of Gen Y employees. SaidMr. Shantilal, “We recognize the unique needsof Gen Y. We have worked with a wide range ofemployers and HR practitioners in attracting, engaging and retaining them.”
Prospective Gen Y candidates are morelikely to seek employment opportunitieswith you if they have a positive experienceinteracting with your organization, such asduring the interview phase.
You may also utilize creative and dynamic online recruiting strategies such as instant messaging programmers to increase the connecting points with Gen Y.
It is critical that your organization articulates its employment value proposition, for instance the availability of a flexible work environment, an open and inclusive office culture and training and entrepreneurship opportunities.
As Gen Y values connections with their peers, you can consider implementing employee referral programmers where existing Gen Y employees play their part in reaching out to members in their social network of a similar caliber. Through this ‘word of mouth’ approach, they act as trusted endorsers who promote your organization and help to attract more young talent.
Retaining Gen Y Employees
Many employers find retaining Gen Y workers a great challenge, as they see more Gen Y employees exiting the company instead of moving up the ranks. To engage your Gen Y staff, you will need to create a sense of belonging and ownership towards your company. This can be achieved through comprehensive orientation programmers to make employees feel valued from their very first day at work.
As Gen Y workers begin to demonstratea good grasp of their duties, you mayconsider assigning them new and challengingresponsibilities, and provide them with ampletraining opportunities to help them maximizetheir learning and growth.
It is also important that you communicate regularly and openly with your Gen Y employees, and provide them with regular feedback on their performance. Gen Y workers will appreciate when you make the effort to find out their career aspirations and how you can contribute in helping them attain their goals.
To engage their hearts and minds, HR practitioners can organize various recreational and cultural events, which will also facilitate relationship building between Gen Y staff and their colleagues.
As they will eventually become the future movers and shakers of the marketplace, employers must look into ways of maximizing their potential to ensure business success in the long run.