HR Advantages of Targeting Gen Y (Guest Blog)

Tweet Generation Y is having a major impact on today’s workforce. People of this generation – those born between 1977 and 1994 – have grown up with technology and are accustomed to being digitally connected around the clock. Their skills are unique, but may also present some potential workplace challenges for employers. Given the right work environment, a clear job description and plenty of opportunity to be creative, Gen Y workers can be an excellent addition to any company’s workforce.

Strengths of Gen Y

• This is the first generation to have grown up with the internet, so most Gen Y-ers are comfortable with technology. Gen Y can often embrace changes quickly and without anxiety. They can navigate social media easily and are often enthusiastic about sharing this knowledge with older colleagues.
• Gen Y is accustomed to using several types of technology at once, since many have been multitasking from a young age. Most are capable of handling several tasks at once without feeling overwhelmed.
• For many Gen Y members, personal achievement is a great source of motivation. They are often adept at creating and working towards their own as well as their company’s goals. Gen Y tends to be confident in their strengths and abilities.
• Generation Y is also community oriented. Most have logged many community service hours during their high school and college years, making volunteering and serving others a part of their skill set.
• Often, employers will discover that their Gen Y workers love a good challenge. Many will embrace a competitive environment and difficult assignments that come their way.

How to Target Generation Y

• Clear expectations and specific feedback work well with Gen Y-ers. They are usually open to learning from their mistakes and are willing to accept constructive criticism as an opportunity to learn and advance in their career.
• Gen Y workers want to use technology, social media and digital opportunities at work. Employers should be willing to embrace the use of technology and take advantage of this knowledge. Allowing Gen Y workers to access technology can allow them to work more efficiently.
• Companies should consider adding more social events and fun to the calendar. Gen Y members love to work and play, so by expanding the company’s culture, employers are even more likely to attract the younger generation.
• Another way to draw younger employees is to adjust certain policies, such as the dress code, scheduling and work space. Even if it is not possible to cater to all of these things, a little flexibility can go a long way when it comes to targeting Gen Y!

Companies certainly don’t need to turn everything upside down in order to cater to potential Generation Y workers. However, in order to get the most of Gen Y’s unique talents and potential long-term commitment, employers do need to understand and acknowledge some of the more marked differences in this generation. Small gestures that let Gen Y-ers know employers value their contributions and ideas will be richly rewarded.

This article was sent in by University Alliance and submitted on behalf of Villanova University’s online programs. Villanova offers an online masters in human resources degree program in addition to HR certification courses. For more information please visit http://www.villanovau.com.

Ignore Toxic Co-Workers

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There comes a point in everyone's career when the they have the distinct pleasure of working with someone they just can't stand.  You know, the person who always thinks the company is trying to screw them over, or thinks their work is the only work that matters, or constantly complains about having too much to do.  It's the same person that spends a good portion of their time surfing the web for personal matters, while complaining that the company doesn't pay them enough.  Yet, this person could never pull a similar salary at any other company.  You get the point.  Ultimately, this person's constant complaining about the company begins to bring all others around them down, or in worst cases, gets them to join the complaint bandwagon.

Having worked with a number of these individuals, I have come up with a simple solution to not letting these folks harsh your mellow.  Friggin' ignore them!  Being in HR, I sometimes have to grin and bear it when dealing with employees that demonstrates these wonderful characteristics.  I must admit, in the back of my mind, I really want to say "just quit!".  However, if I followed through on my initial instinct, I would be out of a job.  But, boy it would sure be fun to say at least once.  However, when it comes to dealing with toxic co-workers, I've developed a barrier which prevents The Toxic Avenger from bringing me down.  It took some time to develop, but after some reflection upon how the behavior was affecting me negatively, I had to change.  I didn't over think it.  I didn't do a ton of research on the subject.  I essentially decided to implement the simplest approach to the problem.

I assure you, I ignore these individuals with the utmost professionalism.  I don't let it affect my potential future dealings with these people.  I simply listen to what they have to say, understand it what they're trying to do (poison my attitude), and move on.  It's easier said than done, but when you are able to master this skill set (and I truly believe it is a skill set), you'll feel like you just squashed a pig, a la Angry Birds.