Making the Perfect Gen Y Work Environment - Or Else!

As the first wave of Generation Y makes its way into the workforce, well established corporate cultures are being forced to change - not only the way employees are recruited, but also the way new recruits are treated. Born between 1977 and 1997, Generation Y is the first to have grown up with the internet, be technologically savvy, and have career ambitions that go well beyond earning a high salary. (Business Week, 2005) As company’s are quickly realizing, Generation Y expects to be treated with respect, be constantly challenged with new and innovative tasks, and have the freedom to set their own schedules. As Daun Paris, president of Eastern Consolidated points out, “They want to be able to create their own situations and do it their way.“ (Marsh, 2007) Because of this, Generation Y is largely against high degrees of power distance, and do not feel obligated to stay working for a company that makes them uncomfortable or does not suit their own particular needs.

Despite being deemed self-centered and self-interested by former generations, Generation Y also has a fierce desire to help and protect the larger community; ranging from environmental concerns to human rights activism. (Business Week, 2005) They are consciously seeking out jobs that allow them to work toward these larger causes while at the same time satisfying their own personal growth needs.

So, what does this mean in terms of corporate culture? Using the nine criteria suggested by the GLOBE research program, (Robbins 2005) a successful work environment for Generation Y would be:

Assertive - High: The ability to be confrontational and tough, particularly with higher-ups, is an essential component for Generation Y. They want their opinions to be heard and respected, as well as for their ideas to be taken seriously.

Future Orientation - High: Organizing, planning, and creating “the next new thing” is exactly what motivates Generation Y.

Gender Differentiation - Low: Growing up on the heels of the 1970s feminist movement, this generation does not believe gender should be a factor in the workforce. Both genders should be equally heard and represented.

Uncertainty Avoidance - Low: Social norms and conventions are precisely what Generation Y enjoys breaking and going against. They hold innovation and change above tradition.

Power Distance - Low: Although their may be “leaders,” everyone’s ideas should be taken seriously, and a friendly (rather than respectfully reserved) work environment should be fostered.

Individualism/Collectivism - Both Low and High: Although highly individualized in the sense that they value personal success over company loyalty, they are largely collective in as they want to work toward larger societal causes such as environmentalism.

In-Group Collectivism - High: They value being part of a “team.” This can be exploited through group projects, and a strong company culture. They want to be proud of where they work and what they stand for.

Performance Orientation - Medium: Although it is important to be successful in the end, Generation Y also believes that how they get achieve success is also important. Trying is considered just as valuable as succeeding.

Humane Orientation - High: More so than previous generation, Generation Y is concerned with being fair, tolerant, embraces diversity, and believes equality is crucial to success.

Each of these dimensions should be carefully considered by existing organization trying to retain new recruits from Generation Y. Because they’ve grown up in a culture where job and family stability is a thing of the past, members of Generation Y do not think twice about leaving jobs that they dislike. Catering to their expectations, rather than trying to impose existing company values upon them, is a necessity for company’s wanting to lower turn-over and increase new employee retention.

Overall Generation Y will have it their way, and if they don’t find a company that suits their needs, they will simply create one.

Sources:

Marsh, Amanda. Management Matters. 2/16/2007.
Commercial Property News, Vol 21, Issue 4. P. 16. Reference URL: http://ebsco.waldenu.edu/ehost/detail?vid=11&hid=15&sid=
e515f4da-425b-4bf8-80da-8e159d847566%40sessionmgr2

Welcome to the Gen Y Workplace. May 4, 2005. Business Week Online. Reference URL: http://www.businessweek.com/bwdaily/dnflash/may2005/
nf2005054_4640_db_083.htm?chan=search

Robbins, Stephen P. and Mary Coulter. 2005. Management. Eighth edition. Upper Saddle River, NY. Pearson Education Inc.