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How Do You Attract and Retain Generation Y? Learn From Google, Intuit and Disney
BY Bea FieldsTue Jun 17, 2008
This blog is written by a member of our blogging community and expresses that member's views alone.
Generation Y (the young men and women born after 1977) are different
from other generations in many respects, from their political views to
the careers they choose (or don't choose). Their presence in the
workplace is truly making an impact, causing employers to worry, fret
and scratch their heads, and asking, "What do I do to attract the
20-something worker, and once I have them, how do I keep them?"
The answer to this question is this: Stop trying to keep them and
control them with old, worn out "pay your dues" tactics, and start
designing your company to be attractive to this generation, which
includes over 72 million young potential employers.
When it comes to loyalty, the companies Gen Y works for are last on their list.
These millennial leaders are ambitious, worldly and demanding, and if
you can't give them a compelling reason to stick around, don't expect
them to. They will either find a better job in greener pastures, or
they'll move back in with mom and dad (hey...free rent and a packed
fridge is not a bad deal after all, and moms and dads are allowing
their 20-something age kids to move back home in droves).
Many employers are labeling Gen Y workers "demanding" and "self-serving"
(not a good move), and when you look at the fact that over 64 million
workers will exit from the workforce by the year 2010, this puts
employers in a talent deficit dilemma. The pools they have to dip from
are these young, so-called "demanding" young men and women from ages
22-30. So, if you want to attract the up and coming knowledge worker,
you have to stop calling them names and start doing what you can to
accommodate their needs, even if their expectations seem to be
outrageous.
http://www.fastcompany.com/blog/bea-fields/leading-generation-y/how-do-you-attract-and-retain-generation-y-learn-google-intuit-
BY Bea FieldsTue Jun 17, 2008
This blog is written by a member of our blogging community and expresses that member's views alone.
Generation Y (the young men and women born after 1977) are different
from other generations in many respects, from their political views to
the careers they choose (or don't choose). Their presence in the
workplace is truly making an impact, causing employers to worry, fret
and scratch their heads, and asking, "What do I do to attract the
20-something worker, and once I have them, how do I keep them?"
The answer to this question is this: Stop trying to keep them and
control them with old, worn out "pay your dues" tactics, and start
designing your company to be attractive to this generation, which
includes over 72 million young potential employers.
When it comes to loyalty, the companies Gen Y works for are last on their list.
These millennial leaders are ambitious, worldly and demanding, and if
you can't give them a compelling reason to stick around, don't expect
them to. They will either find a better job in greener pastures, or
they'll move back in with mom and dad (hey...free rent and a packed
fridge is not a bad deal after all, and moms and dads are allowing
their 20-something age kids to move back home in droves).
Many employers are labeling Gen Y workers "demanding" and "self-serving"
(not a good move), and when you look at the fact that over 64 million
workers will exit from the workforce by the year 2010, this puts
employers in a talent deficit dilemma. The pools they have to dip from
are these young, so-called "demanding" young men and women from ages
22-30. So, if you want to attract the up and coming knowledge worker,
you have to stop calling them names and start doing what you can to
accommodate their needs, even if their expectations seem to be
outrageous.
http://www.fastcompany.com/blog/bea-fields/leading-generation-y/how-do-you-attract-and-retain-generation-y-learn-google-intuit-
