An Inside Look at How Gen Y Views the Workplace

Recruiting the best candidates isn’t always easy. HR outsourcing firms and hiring managers know this. With recent college graduates entering the workforce, different factors are at stake when it comes to making a decision about where to work. Whether you outsource hiring or conduct it in-house, if you’re looking to recruit from Generation Y, you need to understand how they view the workplace and what they’re looking for in an employer so you can ensure your business is a good fit with these recent graduates. Here’s an inside look at how Gen Y views the workplace.

Values

What Generation Y employees value in a company is different from what older generations prefer. Achievers and Experience Inc. found that 54 percent of Gen Y considers career advancement opportunities as the most important when deciding where to work, followed by interesting, challenging work and salary at 51 percent each. A 2010 study conducted by Johnson Controls found that the 45+ workforce lists meaningful work as the most important while Gen Y is ready to engage with companies that provide environments in which they can grow and evolve. Because this generation place such an emphasis on growing as an employee, they’re more likely to work for a company where they are learning, a company that coaches and develops new hires.

Environment

The work environment that Gen Y prefers is different than that of other generations. 79 percent prefer to be mobile rather than static workers and more than 70 percent prefer an urban to slightly urban location. While more than 60 percent of the generation Y prefers a flexible way of working, only less than 25 percent actually expect their employers to offer it. Because Millenials view the workplace as a place to work and socialize, 41 percent of the Millenials prefer to have access to a team space and 32 percent prefer breakout working spaces rather than a conventional meeting room. Johnson Controls also discovered that Generation Y aspires to work in a greener office. Gen Y workers want an open working environment that is eco-friendly and flexible. If your business can’t offer the ideal working environment of Millenials, consider how you can incorporate what they are looking for into your office.

Motivation

Motivating Gen Y goes beyond the financials. This is a generation of employees that expect quick feedback. 81 percent of the Achievers study respondents listed travel rewards (i.e. flight and hotel to a destination) as the most appealing reward program a company could offer, followed by experience rewards at 70 percent. Dr. Bob Nelson, an authority on employee recognition, points out that 89 percent of today’s employees report that recognition is very or extremely important to them. The recognition someone receives for each positive work action can act as a motivator for continued good work. How you listen, question, speak and give feedback are essential to keeping your Gen Y employees motivated.

Gen Y is looking for a challenge when they come to the workplace. Make sure you’re able to offer employees challenging, yet meaningful work. Keep in mind that this is a generation of hyper-connected and social employees. They want to be able to easily collaborate and socialize with colleagues without the worry of a micro-manager’s constant supervision. If you’re looking to hire new employees from this connected generation, make sure your recruiting firm or HR department convey whatever your business offers that most appeals to Gen Y in the job postings.

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Comment by Lisa A, Doorly on November 26, 2012 at 8:51am: I would be happy if I could get recent grads to send a resume and/or cover letter without typos or conduct a phone interview with a potential candidate without getting gum chewing in my ear or hearing "you know" throughout the entire interview.
I've discussed this with Career Services who tell me "we conduct classes - no one shows up to hear what they need to do".
While I agree that the grads of today do not want the 90 hour workweeks of their parents - simple things like conducting yourself as a professional would go a long way.

Comment by Tiffany Branch on November 26, 2012 at 12:19pm: @Scott Corwin "Like." I agree. I HATE interviewing them sometimes. Did career services stop teaching about appropriate interview attire or that you should come to an interview w/a writing tool, a notepad and resume?

Comment by Nick on November 27, 2012 at 10:39am: First and foremost I would like to say that is a good article. In my opinion, the majority of the Gen Y ‘issue’ is an ‘us versus them’ mentality. Not that it’s necessarily a bad thing. It is just brought on by the idea of Gen Y not knowing what to expect in the work place, and older generations not knowing what to expect when bringing on Milennials. It’s human nature to be afraid of things we do not know.

That being said, Scott, I would like to add to some of your points. I think they are all valid, so please do not take them as a criticism. I think we can take your view and look at it in terms of a figuring out how both sides can figure out what needs to be done to work together. I like to think of it as putting together the fresh innovation that Gen Y can bring, and the experience that older generations bring to create an unrelenting force going forward.

Values – I understand how it certainly does seem that Gen Y is just looking for the “next job”, and how Milennials are looking for a timeline of when they will be promoted. Something that I have seen is that they are looking for what I like to call a ‘Timeline for Success’. This is not a ‘I will be promoted on this day at this time just for showing up at work’, but a ‘This is what I have to do to achieve my goal of a career progression.’ To be honest, a lot of Milennials are still incredibly lost in the professional world, they need a bit of a roadmap.

Environment – I think your first point about trust needing to be earned is right on. In terms of the social aspect, it can be fulfilled by simply putting them in a team atmosphere. Young professionals coming into the workforce have more than likely come from a college or university background where ‘teamwork’ and ‘group work’ has been forced down their throats. They want to be a part of the team, or at least feel like one.

Motivation – Recognition, respect, qualitative motivation versus the quantitative motivation of money.

Conclusion – Translation – Gen Y works together, not apart, and micromanagement hinders their progress. Not only does Gen Y find micromanagement a hindrance to progress, but they also find it to be a nuisance. At a risk of trivializing the point, they relate it to nagging parents. Additionally, no manager actually WANTS to micromanage and ‘babysit’ Milennials. It’s a waste of their time as well.

Here’s the thing, at some point, something has to give. As a Gen Y making my way into the workforce I like to think I understand what’s going on with both fronts. As a conclusion to my above points, as much as Milennials need educating, so do older generations. Not to snap trying to make the other party happy, but to bend in order to collaborate and create the ‘unrelenting force’ I hinted at earlier.

Comment by Erica Bell on December 4, 2012 at 11:51am: Thank you all for your comments. I would just like to note that this is not an article about how businesses need to cater to Gen Y. This article discusses how Gen Y views the workplace. Companies started by Gen Y may incorporate more in regards to these views on the office, but for now it seems a lot of offices that employ a number of Millenials are looking for ways to blend more traditional office atmospheres with those that their new hires are after.