Baby boomers (me) and Generation Y (some of you… broadly defined as those born between 1979 and 1999) may have less of a generation gap than one might assume. New research from Robert Half International reveals that Millennials share many of the same concerns as more tenured workers (me again) when it comes to saving for retirement, finding a solid healthcare plan and achieving work-life balance. However, Millennials aren’t concerned only with the benefits their employers provide. They also expect a lot from their organization’s leaders and look to them as partners in success and job satisfaction.
“Millennials” kind of sounds like a name you would give to an alien race on Star Trek. Did I tell you that I went to the very first Star Trek Convention? It was being held at a hotel near LAX, and I with some friends went just for a hoot. Of course we didn’t know what to expect, because there hadn’t ever been one before. Memorabilia was being sold and traded and a few people were in costume. The few people who were in costume I assumed for the most part, were event promotion employees. They had a room and showed TV episodes on a big screen (which was sort of novel to watch). Several of the main cast member appeared at schedule times, but it was just for a wave and to sign a few autographs. The event was fun enough for a couple of hours, but I remember thinking something like this really couldn’t go anywhere in the future.
Speaking of tenured workers as we were previously, I find that I have gotten off trek… I mean track. I was going to tell you about the just-released guide, What Millennial Workers Want: How to Attract and Retain Gen Y Employees, by Robert Half International which examines the professional priorities of the most senior members of Generation Y — those who have already started a career or will soon start one. They indicated more than 1,000 adults ages 21 to 28 were polled for the project.
Quoting from a press interview I read on the study, “The research depicts a pragmatic, future-oriented generation that holds many of the same values as its predecessors,” this was according to Reesa Staten, a management spokesperson for Robert Half International. “Yet, certain distinctive qualities, such as a desire for very frequent feedback from their managers, are unique to this generation. Generation Y expects a lot of its leaders. Making sure supervisors of Gen Y professionals have supportive management styles can go a long way in attracting and retaining these workers, who will play a greater role in organizations as more baby boomers retire.”
No wonder, isn’t Generation Y the… have you hugged your kids today, rotating parent in the classroom, min-van mom carpools the kids generation? A lot of pressure was put on the 21 to 28 year old Generation Y parents… It is 10:00 p.m.; do you know where you kids are? I can understand why they may need a lot of interaction with leader/mentor figures as an out growth of their childhood parenting experience. I have two sons in this generation, so it may be a little easier for me to see where this comes from.
Big expectations… leaders at work
Survey respondents in this study rated working with a boss they respect and can learn from as the most important aspect of their work environment, ahead of having a nice office space, a short commute or working for an employer who is socially responsible. Those surveyed also indicated that they expect more “face time” from their supervisors than a weekly status meeting. The majority of Gen Yers (60 per cent) want to hear from their managers at least once a day. This may cause a number of managers to rethink their style, or parenting skills as the case may be.
Redefining a successful future
Most survey respondents appeared optimistic about the future, but this isn’t a group whose idealism overshadows practical concerns, according to the study. When evaluating job opportunities, for example, the research shows that salary, benefits and room for professional growth are top concerns for this group. While 46 per cent of Gen Yers consider their career prospects better than previous generations, many respondents feel they also will have to save more money for retirement and study harder than generations past. In fact, nearly three out of four (73 per cent) Gen Yers surveyed said they will likely go back to school to obtain another academic degree or certification.
A corner office or impressive job title doesn’t equal success for Gen Y, the survey results suggest. In fact, respondents ranked “a more prestigious job title” last among seven factors that would prompt them to leave their current positions. Opportunities for professional growth and advancement rated a greater career priority, the research shows.
Understanding, attracting and keeping Gen Y
Riverside County, in particular, knows that it has to be competitive in pay and benefits to attract top candidates for positions, and has been looking more and more towards recruiting inducements for Gen Y. One of the benefit programs recently implemented, the Educational Support Program (ESP), can provide for reimbursement of student loan payments for new hires, and support for tuition and books for employees who want to enter a bachelors or masters degree program in employment fields need by the County.
The other area the County is quite conscious of is that Gen Yers crave challenge on the job. For example, in our Engineering Intern program we provide students an opportunity to take on real world problems and see first hand the challenges that face engineers in a public service career.
Just the fact that we are organizationally mindful of our own need for succession planning and leadership development has given rise to a number of employee career growth initiatives… and of course, we would like to share those with you… a desert job is waiting for you with Riverside County!