Bringing Out the Best in Generation Y

They’re your high-maintenance, entitled, technologically sophisticated and fickle new talent pool. Generation Y, aka the Millennials, is also potentially the most high-performing generation in decades. Here’s the low-down on what makes them tick and how to work most effectively with them

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Becoming an Employer of Choice

Given the stark reality of employment statistics and the law of supply and demand, younger, skilled employees are going to have their choice of employers. To compete for these young workers' abilities and loyalty, employers need to align their organizational policies and structures to this generation's strengths, weaknesses, desires and expectations. Here are a few ideas for HR policies and training initiatives that will help you recruit and retain Generation Y.

Organizational Policies:

Knowledge-based industries should consider organizational policies that allow for flex-time, telecommuting, volunteer service and career incentives that permit talented and competent candidates to advance quickly within the corporate ranks.
Support the technology they use in their personal lives. IT departments currently struggle with the management and security risks posed by consumer technology entering the workplace. This challenge will only intensify as more Millennials enter the workforce. IT departments need to work out how to accommodate these new technologies, because Millennials gravitate toward organizations that harness the best information technology and want access to the hardware and software they use in their personal life, whether that is Google Apps, Macs or Telstra hiptop slide.
Commit to socially responsible causes. Due to their civic orientation, members of Generation Y will be attracted to organizations that aren't solely focused on profits and corporate success but that have socially responsible missions. They will want to know what their employers are doing to protect the environment, promote social justice, maintain meaningfully diversified workforces and support global responsibility. They may be reluctant to work for companies doing business in countries with questionable human rights track records, like China and Sudan. They will want to see a real commitment to socially responsible causes, not just lip service.