Question: Our 2011 recruitment strategy consists of infusing new and fresh talents into all departments of our company. I have thus far recruited 2 employees in my department, both aged between 22 to 30, and both displaying the same characteristics: overly ambitious (one hinted he would get my Marketing director job in 4 years time!), casual (claiming flexi- work is much more productive than showing up to the office every day) and eco-friendly (they are simply refusing to use the printer). I am finding it quite challenging to manage them or gear them towards right direction. Any recommendations?
Answer:
Congratulations! Gen Y has paved its way to your company and, if well played, this will help you reshape your agenda! Gen Y employees have been contributing to the success of corporations worldwide by bringing onboard their fresh set of skills, their great deal of passion and their unique zest of life. Few pointers for you to take note of – if your 2011 strategy implies more Gen Y hires:
1. Re-visit your employee volunteering programs:
Gen Y employees like giving back to their community and in order for you to be an employer of choice, you should first aim to create a corporate social responsibility volunteer program that gets them involved in the betterment of their society.
2. Re-visit your eco/ flexibility strategy:
Gen Y employees (amongst many other employees in the Middle East as highlighted in a recent Bayt.com poll) place a great deal of importance on their own wellbeing and on that of their planet – that is probably why your new staff are refusing to use printers and. How green and how flexible are your current rules and regulations? It might be time for you to consult with your HR department.
3. Invest in their personal development schemes:
Gen Y employees display significant interest in employers who value their staff’s personal and professional development. That said, you might want to re-visit your in-house training department activities (if any) and you external staff training programs. Remember this is not only a booster for Gen Y employees but also one of the most vital criteria to creating good working conditions in general (as stated by 45% Middle East professionals across the board in a recent Bayt.com Poll).
Besides your company's training activities, career plans and professional development opportunities ought to be routinely discussed and formalized. Once your Gen Y employees feel your company is willing to invest in them (and actually does), they are far more likely to uphold its best interests and keep an eye to furthering its goals and enhancing its welfare.
