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Are Gen Y workers seeking deeper fulfillment?

Source | Medium.com  | FikkA.jobs

“So, what are your reasons for choosing this solution?”

Ravi was caught unawares by this sudden point-blank question by this twenty-five-year-old.

“What do you mean?”, Ravi could not believe that he was being questioned. He would never have had the guts to cross-question his boss like this twenty years ago.

“I mean, have you done a cost-benefit analysis of all the three solutions? Can we know about it?”, continued Aniket not realizing that his boss was getting annoyed.

Such conversations are not uncommon in the workplace today as Gen Y workers take on more and more positions of responsibility. Often, there is a clash of values and beliefs. And, sometimes, the clashes can lead to a development of unpleasant stereotypes about each other. Finally, worsening of relationships.

Are Gen Y workers seeking deeper fulfillment?

Such conversations are not uncommon in the workplace today as Gen Y workers take on more and more positions of responsibility. Often, there is a clash of values and beliefs. And, sometimes, the clashes can lead to a development of unpleasant stereotypes about each other. Finally, worsening of relationships.

The key is for both parties to understand each other. And, figure the context before reacting. Gen Y is seeking deeper fulfillment at the workplace. They are not going to be satisfied with just a paycheck and job security.

So what is it that they want?

More Autonomy and Inclusion

The layers have flattened: on the organizational chart and also in the minds of Gen Y. They want to be equal partners. They need a peek into the ‘Why’ of things. They don’t hesitate to ask tough questions. Hence, maybe the nature of meetings need to change to keep the style more democratic.

Provide for stars on their lapel

Gen Y craves for recognition. They want to excel and be lauded for it. To make sure that they are engaged, it is important to review their job descriptions. A job that is heavily anchored towards teamwork and group output may make them bored. They need their place in the sun, the moments in which they shine. Make sure they have assignments that have scope for individual success.

Fix the career ladder

The old ladder is rusted and rickety now. It has paths and roles that may be dated. Most importantly, it takes time to climb that ladder. Can the leaders put their thinking hats on and figure out shiny, new career ladders. Maybe, introduce exciting lateral roles that are perceived as growth opportunities.

Pull out the plugs on feedback

You simply cannot go for months or even weeks without providing feedback. They crave for it. And, wait, it cannot be blatantly critical. It should be constructive, helpful and give them direction. So, schedule it in, and keep it frequent.

Readon…

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