MarkHolmesGroup  Consultant Board, Inc.  P.O. Box 3175  Springfield, MO 65808-3175 USA International: 417.883.7434  Toll-free USA:  800.841.8540 © 2016 Consultant Board, Inc. All rights reserved. Designed by Pro Blog Hub - Professional Blog and Website Creative Specialists

MARK’S INSIGHTS

How to Capture Not Cap Gen Y’s

Talent

Gen Y employees (Millennial Generation) are often viewed as difficult to understand and difficult to manage, but are they really? Are they actually that much different, and that much more difficult to manage than previous generations? And isn’t there a more practical question we should be concerned about anyway? Like… How do we love not loathe their unique traits and skills? Or… How do we fully utilize their skills and proclivities in ways that capture all the advantages they offer to an employer? Discerning managers recognize the potential of Gen Y’s and find just the right mix of autonomy, supervision, instruction, flexibility, oversight, and accountability to specific results—all without being parental, control-freakish or dismissive. Endless Efficiency. Gen Y’s have a penchant for finding ways to improve everything, reinvent, downsize or utilize technology better, faster, cheaper. Discerning Managers  involve them early in the idea stage versus waiting until the plan is ready for implementation. Built-in Urgency. Gen Y’s are wired for moving quickly, leaving what doesn’t work and taking on new protocols for better results. They will ditch the status quo and institute changes fast if you’ll let them. Discerning Managers get employees on board with ongoing change by turning their energies and efforts loose on solving competitive threats, testing new ideas and pursuing future opportunities. Trust Is a Must. In a new era of mistrust toward government, society, business, and leaders in general, Gen Y employees place high value on trust. They will demand increased transparency and trust—a value that will impact retention of your best and brightest. Discerning Managers  are comfortable with more transparency. They don’t wait until the job performance appraisal to level with employees—they have honest, open dialogue as often as needed. Idea Tolerance. Gen Y’s want to be involved in discussing and creating new ideas or suggestions—and they have an endless supply of how to improve almost everything. Discerning Managers welcome ideation for problem solving
diverse sales and leadership team M H M ARK S HOLME
and innovation. They mentor younger employees on how to share their ideas without being insensitive to their more- seasoned co-workers or managers. They sort out the good ideas from the not so good and explain to employees how those ideas will or won’t work within the resources or business strategy. Teamwork Works: Gen Y’s love to work in an atmosphere where teamwork thrives. Their first-nature is to look for ways to collaborate with co-workers. If teamwork is weak it will increase turnover with Gen Y’s. Discerning Managers  have created specific teamwork standards and they make those standards clear to employees. They foster strong teamwork across the company’s functions because they realize it is vital for employee engagement and business results. Mark Holmes helps companies increase sales, service and employee performance and strengthen leadership effectiveness. Call Mark at 417-883-7434 if you’d like to visit about this article or have a question about his services. Or, drop an email to: NOTE: This article is based on the 2-year study conducted by Mark Holmes and colleague Bette Price among employed and degreed Gen Y’s. Over 130 face-to- face interviews and 420 online survey responses were analyzed. The data was curated for leaders; managers and business owners who want to improve employee engagement, hiring and retention, teamwork and company performance. Copyright 2012, 2015 All rights reserved
Mark@markholmesgroup.com
MarkHolmesGroup  Consultant Board, Inc. P.O. Box 3175  Springfield, MO 65808-3175 USA International: 417.883.7434  Toll-free USA:  800.841.8540 © 2016 Consultant Board, Inc. All rights reserved. Designed by Pro Blog Hub - Professional Blog and Website Creative Specialists

MARK’S INSIGHTS

How to Capture Not

Cap Gen Y’s Talent

Gen Y employees (Millennial Generation) are often viewed as difficult to understand and difficult to manage, but are they really? Are they actually that much different, and that much more difficult to manage than previous generations? And isn’t there a more practical question we should be concerned about anyway? Like… How do we love not loathe their unique traits and skills? Or… How do we fully utilize their skills and proclivities in ways that capture all the advantages they offer to an employer? Discerning managers recognize the potential of Gen Y’s and find just the right mix of autonomy, supervision, instruction, flexibility, oversight, and accountability to specific results—all without being parental, control-freakish or dismissive. Endless Efficiency. Gen Y’s have a penchant for finding ways to improve everything, reinvent, downsize or utilize technology better, faster,
diverse sales and leadership team M H M ARK S HOLME
cheaper. Discerning Managers involve them early in the idea stage versus waiting until the plan is ready for implementation. Built-in Urgency. Gen Y’s are wired for moving quickly, leaving what doesn’t work and taking on new protocols for better results. They will ditch the status quo and institute changes fast if you’ll let them. Discerning Managers get employees on board with ongoing change by turning their energies and efforts loose on solving competitive threats, testing new ideas and pursuing future opportunities. Trust Is a Must. In a new era of mistrust toward government, society, business, and leaders in general, Gen Y employees place high value on trust. They will demand increased transparency and trust—a value that will impact retention of your best and brightest. Discerning Managers are comfortable with more transparency. They don’t wait until the job performance appraisal to level with employees—they have honest, open dialogue as often as needed. Idea Tolerance. Gen Y’s want to be involved in discussing and creating new ideas or suggestions—and they have an endless supply of how to improve almost everything. Discerning Managers welcome ideation for problem solving and innovation. They mentor younger employees on how to share their ideas without being insensitive to their more- seasoned co-workers or managers. They sort out the good ideas from the not so good and explain to employees how those ideas will or won’t work within the resources or business strategy. Teamwork Works: Gen Y’s love to work in an atmosphere where teamwork thrives. Their first-nature is to look for ways to collaborate with co-workers. If teamwork is weak it will increase turnover with Gen Y’s. Discerning Managers have created specific teamwork standards and they make those standards clear to employees. They foster strong teamwork across the company’s functions because they realize it is vital for employee engagement and business results. Mark Holmes helps companies increase sales, service and employee performance and strengthen leadership effectiveness. Call Mark at 417-883-7434 if you’d like to visit about this article or have a question about his services. Or, drop an email to: NOTE: This article is based on the 2-year study conducted by Mark Holmes and colleague Bette Price among employed and degreed Gen Y’s. Over 130 face-to-face interviews and 420 online survey responses were analyzed. The data was curated for leaders; managers and business owners who want to improve employee engagement, hiring and retention, teamwork and company performance. Copyright 2012, 2015 All rights reserved
Mark@markholmesgroup.com