5 Tips to Successfully Managing Gen Y
I put this video together on the fly for Sydney Owen and the rest of theSX Gen Y team who will be presenting their panel discussion on “Why Gen Y Wants to Work ‘With’ You, Not ‘For’ You,” at South by Southwest on Monday, March 15th.
Since I did the video in one take during my lunch break last Friday afternoon I didn’t really think much about what I was going to say. I really just let it spill off the tongue, and the result when I re-watched the video was that I don’t think Gen Y is all that different from other generations. I genuinely believe most employees would appreciate their managers taking these 5 things into consideration:
If you’re a member of Generation Y do you find that these things apply to you? If you’re an older employee how do these tips stack up in terms of importance for you? Finally, are Gen Y employees really all that different from their elders?
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Hahaha! Awesome. Love the reasons and the experience you’ve gone through to come to them.
Speaking from the heart.
.-= Jake Rosen´s last blog ..Starting or Improving a Blog =-.
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Ryan Stephens Reply:
March 10th, 2010 at 3:08 pm
As someone who fits both molds… managed by Gen Y and manages Gen Y employees what would you add to the list? I know from experience you’re good at 4 out of 5 of these at the very least…and I have no doubt that you have you’re getting you’re own team you’ll provide them with plenty of career opportunities as well.
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Jake Rosen Reply:
March 11th, 2010 at 9:06 am
Thanks for the compliment. Means a lot for you to say I’m good at some of your managing key points.
A big one I would add is ability to mediate. You don’t have to be everybody’s best friend, but you do have to be seen as a symbol of support. Your team should be able to come to you with problems, questions and issues. They may feel slighted by a CEO or company policy, or they may feel dejected after failing to get new biz after working on the pitch for days. It has to be your job to explain the reasoning, talk about the silver lining and turn that experience into a learning moment.
.-= Jake Rosen´s last blog ..Starting or Improving a Blog =-.
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Ryan Stephens Reply:
March 12th, 2010 at 9:48 am
That’s a great addition Jake. I think most of the time employees can see the silver lining a day or two down the road when they have time to reflect, but in that time of initial frustration it’s comforting to have someone spell it out and validate your efforts.
I think great managers are like great coaches. They know the nuances of each of their employees and know how to handle them. On the field there are guys that you need to yell at, and guys that beat themselves up plenty on their own.
One size fits all might be ‘fair,’ but in my experience it’s not the most successful approach.
Totally agree with positive feedback. Working in an environment with people with a lot more experience, getting positive feedback from someone you respect is so rewarding and motivating.
One thing I would add…trust us. We’re pretty kick ass even though we’re young, so don’t be afraid, if you feel we’ve earned an opportunity, to give it to us.
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Ryan Stephens Reply:
March 10th, 2010 at 3:10 pm
And it doesn’t even have to be positive feedback Megan. Obviously, the best formula in my mind = This is what you did well, this is what I’d like to see improve, here are some suggestions on how to improve (and this is why it matters).
BUT, if there are opportunities for advancement and you dish out lots of negative feedback, though it would be discouraging if it was all negative, I’ll try to embrace it and learn from it so that I can move up. i think *most* employees feel similar.
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I wholeheartedly agree with you, Ryan. I’m a boomer and really love my gen Y co-workers. If we both allow ourselves to keep the barriers down, we have found that we really learn from each other.
Megan, you are absolutely right. And Ryan’s suggesting that you take on a project and get immediate feedback from it, shows trust also.
I actually study the generations from a popular culture perspective, then speak to educators about working with their students. I find myself more like a Y than an X or Silent for sure!
Keep up the good work. You are an invaluable generation.
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Ryan Stephens Reply:
March 12th, 2010 at 10:20 am
I think that some people get too caught up in the they’re trying to push us out (Boomers), or they’re too old to know anything about tech (Gen Y). If everyone would slow down and realize that we all have a lot we can learn from one another I think most workplaces would benefit from having a diverse workforce.
I’m glad you’re in touch with your inner Gen Y!
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Ryan – great video (and hat collection in the background).
I think what you said about frequent feedback is key – Gen Y wants to know how they can improve and do better so they can continue gaining responsibility.
See you in a few days!
.-= Jenny Blake´s last blog ..Career Development for Gen Y: A Two-Way Street (Video) =-.
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Ryan Stephens Reply:
March 10th, 2010 at 3:11 pm
My hat collection is actually pretty weak sauce, but there’s lots of versatility there. It’s fits my frugal approach – of which you’d know all too well minus your ridiculous hotel for #sxsw. See you soon amiga!
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What? No intramurals? This video sucks.
But fo serious…I agree with your points and definitely agree with you’re overarching one that Gen Y ISN’T that much different than other generations. Always thought that some Gen Y people are a little naive to think that we’re the only generation that “struggles for respect in the workplace” or whatever they’re whining about at the time.
I don’t know, I’ve just always been baffled by all the fuss around Gen Y.
.-= Jackie Adkins´s last blog ..The Evolution of Intellect =-.
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Ryan Stephens Reply:
March 10th, 2010 at 3:12 pm
I’m pretty disappointed we never got a SMC skee ball team going while I was there… or dodgeball. Not indoor soccer, that’s lame.
And I’m with you… When the “Top 10 Gen Y Blogs” resurfaces I want to name it something else… I don’t particularly like generational labels.
Cheers mate!
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I completely agree with you on a couple of points. I think that feedback can be a huge part of our learning process and having a designated meeting once a year can really deflate our process and discourage us in our work. I love feedback, whether its positive or negative, at least I’m learning. Not knowing how I’m doing or how I can improve is one way to make me crazy — always want to be getting better.
Having managers and supervisors that are willing to get down and dirty in the trenches can be a huge motivator and save time while building projects that are more creative and collaborative overall. Throughout school and in my experience a lot of focus for our generation has been on “team work” and making sure we can work effectively and efficiently in teams. Having this mentality and work process driven into us over the years makes us appreciate and admire someone that can really contribute and work side by side with the people they manage.
Great video, thanks for posting!
.-= Megan Stout´s last blog ..Drive Thru Diet? =-.
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Ryan Stephens Reply:
March 12th, 2010 at 10:45 am
Great additions to the conversation Megan. I think Feedback is the #1, and I think that transcends age in that all employees would appreciate more frequent feedback.
We were definitely brought up valuing feedback, but part of it is just time… If you can get more done, quicker, you have the opportunity to be more profitable. There’s no sense revising something for 2 weeks that a superior could fix in a half hour and enable you to move to the next project and learn from their changes.
The world moves too fast for that “do-it-yourself” learning process these days.
Thanks for commenting!
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