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Let’s Face It: Gen Y Still Has it Right

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In 2011, I drafted my first blog post entitled: Gen Y Has it Right. I wrote the post because of discussions claiming that Millenials were completely different from other groups at work. On some level, I thought this was an excuse to ignore workplace elements in dire need of revision. On another level, there was a clear lack of respect for one important principle: individual differences. It simply wasn’t accurate to characterize all Millenials as entitled or disloyal.

Well, I am still detecting a subtle undertone that Millenials (all 75 million of them) are somehow markedly different from others at work — and I remain baffled. I simply will not subscribe to stereotypes, when discussing people at work. I will concede that groups carry “context” with them to the workplace; shared experiences of their generation. I’ll also concede that we can look for trends, to guide how we interact with employees (or future employees). However, I do not believe this is justification to ignore the notion of within-group individual differences.

A recent post discussing yearly raises and career mobility, found that if these elements were present, some Millenials would rather stay put. However, I was surprised to see we were still refuting the notion that Millenials love to job hop. Who really enjoys disrupting their entire work life and suddenly jump ship? I would predict that if career and salary were openly addressed, the option wouldn’t prove attractive.

Interestingly, when I completed a research project concerning this group in 2008, I was shocked at how the group varied. In other words: they didn’t all want the same things at work. Some wished to advance quickly up the career ladder. But, guess what? Others did not expect this. Individual differences matter. They matter to you — and me — and all Millienals.

So, I thought it was time to re-share the 2011 post. Let me know what you think.

Sorry, if you beg to differ. I think Gen Y has got it right.

The qualities they seek in the workplace — such as feeling valued and finding meaning in their work — are really healthier for all of us. So, let’s stop debating common sense and admit that we’ve been tolerating workplace issues that should have changed decades ago (i.e., inadequate feedback models, yearly performance reviews).

To be perfectly honest, some of these stubborn problems might finally budge at least in part, because Generation Y has displayed the conviction and the guts to persevere and ask for more.

I understand that some organizations have experienced what I’d like to call, “generational shock”. I have heard the stories, younger employees appearing overly confident, posturing as if they are entitled to a meeting with the CEO. But, could it be possible that Generation Y is suffering more of a public relations problem, than an across the board ego issue?

More feedback they ask? Flexible hours? Supervisors as mentors? How dare they!

Let’s be sure that we aren’t labeling an entire generation as difficult and tedious, because we are a bit envious of their “nerve” to ask for an improved work life? To tell the absolute truth, when I read how Gen Y envisions their work lives, I find myself thinking, “I’d like that, too.” (On some level, shouldn’t we all?) If the world of work is entering some sort of an “existential crisis” — where central issues such as the meaning of work are being questioned — Gen Y probably isn’t going to rest until that crisis is resolved.

My bet is on them to continue to mature — and help us meet these workplace challenges.

Let’s remember that Gen Y didn’t reach this juncture on their own. There are a number of evolutionary workplace events (traumas, actually) that have come together. This may have begun with the “collective unconscious” of their parent’s work lives; imprinted worries of layoffs, a recession, pay cuts and organizations generally behaving badly. These have likely been carried with them to the world of work. When we layer in the burgeoning trend of transparency and add social platforms to the equation, things were bound to shift — and they certainly are.

Good.

I’m glad. Let’s see what happens.

What we’ll might see:

  • Engagement will continue to matter. Gen Y would rather be unemployed than hack away for a lifetime at a job they hate. Employees deserve to love what they do — as engagement looks much like the concept of “self actualization”, but applied to work settings. (It appears that Maslow was right all along.)
  • Improved performance feedback. Gen Y won’t settle for a yearly performance appraisal (neither should you). They prefer a more consistent flow of information, and this makes perfect sense. (The timing of feedback and its specificity are agreed upon beforehand.) No one should work in a vacuum.
  • Supervisors as mentors. Research has shown that job satisfaction is positively correlated with a great boss. That shouldn’t come as too much of a surprise, as supervisors should help their employees seek challenge and develop at work.
  • Continued transparency. From recruitment policies to organizational direction — Gen Y aspires to be part of an open and shared movement. None of us want to feel we are sequestered within a massive hierarchy.
  • More communication channels. Gen Y will continue to lead us through the technology arena, with a steady increase in workplace tech that will help us all connect and become more effective.

Personally, I am going to try to embrace and support the changes that Gen Y is seeking — wherever possible and within reason.

I need these work life attributes, just as much as Gen Y.

What do you think — does Gen Y have it right?

This post was originally published on The Office Blend.

Millennials: Are Gen Y Women An Untapped Market?

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Today, Millennials (individuals born after 1980) are a highly targeted advertising market. It’s not hard to see why brands are vying for attention from this generation. According to the latest data from the U.S. Census Bureau, 18-to-34 year old Americans represent nearly 23.5 percent of the population, making them the largest demographic in the U.S.

However, many brands pursuing this new generation of consumers often forget one simple truth: Not all millennials are male. Yet, much of today’s messaging tends to be “bro-based” or male centric, leaving out a diverse, demanding, and potentially lucrative market segment: The Millennial women. You don’t think so? Think of all the “Be a Manly Man” Doctor Pepper 10 commercials or Old Spice’s latest “Smell like a Man” campaign. These are just a couple of what seems like a barrage of marketing messages with male undertones (and female heroine) that are directed at the general Millennial crowd.  And don’t even get me *started* on the Carl Jr.’s ads!

Before you start thinking I’m here to discuss gender bias in today’s marketing and advertising world – I’m not. My point is that Millennial women, despite being financially strong, independent, and wielding more power than ever in terms of purchase decisions, are not being targeted by brands and marketers.

It is a common practice for brands to target women only for women-centric products. Generally, brands aren’t focused on engaging female consumers. A recent study on Millennial women’s relationship with brands reveals today’s female consumers demand significantly high levels of engagement from brands. Are they getting it? No. This is where brands are ignoring billions of dollars in potential revenue opportunities. How should brands and marketers influence this untapped cohort? How do they connect with the Gen Y woman?

Understand that “Millennial” is not a single group

The biggest mistake marketers make is treating “Millennials” as a single group. Women from diverse age-groups may fall under the category of Millennials. From high-schoolers to women hitting their mid-30s, all of these women belong to the Millennial class. Naturally, they need to be marketed to in different ways.

Inspire the Millennial woman

As a whole, Millennials like to associate themselves with difference-making brands, causes, and trends. The Millennial woman wants to be inspired by the brands she chooses. She seeks engagement with positive brand images that resonate with her, and make her feel good about supporting them. Hollow marketing messages don’t work with her; brands that want to attract the attention of the millennial woman need to layer their campaigns with inspirational messages.

She appreciates brands that make her the “hero.” So make her the hero.

According to a recent finding, 67 percent of women “appreciate brands that make [them] the hero vs. themselves [the brand] the hero.” When it comes to engaging Millennial women, brands that talk about themselves won’t cut it.

Focus on crushing stereotypes

Women are increasingly entering spaces traditionally considered to be the “man’s world.” More women are earning graduate degrees, making their way to top corporate roles, owning businesses, and are the bread winners for their families. Brands need to break the mold and portray women in these new roles. For instance, paper towel ads often show mothers with children; however, a woman who spills coffee on her dress rushing on her morning commute or in a boardroom meeting also needs paper towels, doesn’t she? Enough with the stereotypes, advertisers.

With well-paid jobs, more spending power, and better lifestyles, women are an emerging financial force. Brands that leverage this group are sure to compete more profitably in the near future.

Photo Credit: caprightmarketing Flickr via Compfight cc

This post was first published on Forbes. 

Millennials Are The Workforce: A Plea For Present-Casting

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Our industry fixated on Generation Y with the same market-heat fervency once reserved for boomer teens: how can we engage this generation? But with 53.5 million by the beginning of this year, they take up the largest segment of the U.S. workforce, many aren’t kids anymore (the generation’s first year is 1981), and they are making major workforce decisions themselves. Some will soon be in their 40s themselves.

So while some of us still wonder ponder best recruiting strategies, here’s a not so new newsflash: them is us. Actually, it’s nearly two years since that post. It’s not about just pinpointing differences in order to get a better bead on how, what, all that. It’s about collaborating to best shape the future of work. 

Millennial behavior is the new normal.

Millennial behavior and devices caused a certain amount of boomer-generation and Gen-X headscratching. Among them: mobile / social / IM / texts not calls, lots of neat apps, preference for constant or at least quick feedback, the ability to hop jobs like a superhero in Gotham, a preference for meaning (egads) and transparency. But all of these should be woven into the workplace fabric by now. Even job hopping, which actually makes a great deal of ROI sense, enabling talent and projects to strategically align — and be optimally productive.

Millennials are becoming the older generation.

Generation Y is now having brainstorm sessions on how to capture the hearts and minds of Generation Z. We’re starting to see some interesting takes on how to handle it. (Perhaps we should have started earlier in the alphabet.) Among the challenges: making sure we’re starting in the classroom to nurture that future talent, not alienate it. Vis a vis diversity and STEM, that’s not really going to help.

The workplace will now be digital.

I’m riffing on the future as now here: it is digital. There’s a new study by PeopleFluent that I’m really looking forward to about the Digital Generation in the Workplace. I’m already thinking of it more as being about, in essence, the Digital Workplace. Here’s why: digital generations, starting with millennials, actually comprise far more than half of the workplace: cogito digital, ergo sum. By 2025, they will comprise some 76% of the workforce. As we transform our functions and strategies across the full range of the HR spectrum transform to digital, what we’re actually facing the potential of a skills and culture gap that looks backwards. The challenge: as we innovate that shift, make sure it’s up to speed with the über-facile skills and culture of those it’s meant to address. (We’re not really talking about a car service, but we are.) In other words, innovate faster, or our fancy new recruiting and training apps will be left behind by other, faster, better means.

There are other gaps to mind.

A key facet of millennial thinking that helped improve workplace culture is transparency. Among its impacts in the workplace, it has led to a better connection between company mission and employer brand. The 24/7, always on, ever-linked nature of millennial and post-millennial generations has also pushed that envelope.  We have been forced to galvanize a clearer sense of message and intention and then to make sure it carries across multiple platforms. That in itself ought to be transforming the workplace; function dictating form, and not the other way around.

Get over it.

How do we best recruit, engage, and motivate millennials? By insisting on excellence, and appropriateness, and functionality. There’s not much new about this, except in the most simple imperatives: we must be digital, social / mobile; agile; inclusive; and stop wasting time asking ourselves the if questions. Or the gap will be one mired in perception, not reality. Perhaps there’s a connect that happens when a generation is online all the time: they are acutely aware of their own place in the world, in the digiverse, of their own personal brand, in essence, because they are always expressing it. We need to simply accept that. Right now, we are all millennials.

A version of this was first posted on Forbes.

Listen Up, Leaders: We Are All Millennials

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A lot of digital ink has been spilled regarding Millennials and how they are reshaping and reordering the workplace. I’m happy to report that ink has not been wasted.  The influx of Millennials into the workforce tops virtually any short list of today’s business trends.  No doubt, Generation Y is poised to make a big impact on the world of work.  But are the supposed differences of the most tech-savvy generation in history all they are cracked up to be? Even more importantly, how will generational differences play out when it comes to leadership development, workplace culture and recruiting?  Here are a few points worth considering:

  1. Millennials And Non-Millennials Are More Alike Than Not: Sure, Millennials have a language all their own, which is not easy for outsiders to decipher.  But studies of Generation Y show that they value many of the things other generations value: like hard work, fair compensation, and establishing the right blend between career and family.  On yeah, there’s another trait they share with the rest of humanity: they thrive on leadership and team feedback. Yes, today’s twenty-somethings are a new breed of human, but they are not necessarily a breed apart.
  1. Employee Engagement: Just like everyone else, millennial employees seek and appreciate basic acknowledgement.  However, they do differ in the way they expect feedback to be communicated.  This is the generation that grew up with Instant Messages and texting.  They assume that communication works at the speed of light.  And they are right.  Taking a week to recognize a job well-done makes about as much sense to them as sending an offer letter by pony express.
  1. Embracing The Winds Of Change:  Millennials are fearless when it comes to digital and technology.  Let’s wrap our minds around the Cloud, Big Data, and the globally inter-connected workplace.  They can run social media circles around the rest of us.  Right? Well, Sort of….On second thought, these aren’t just traits of a single generation, so much as skills necessary to succeed in the future that is unfolding before our eyes.  We are all Millennials now, like it or not.
  1. Generational Communication: We live in an era of virtually unprecedented generational diversity.  Every generation has strengths and weaknesses, but differences in communication styles can breed misunderstanding and conflict.  Organizations need strategies that will help them mentor younger generations and encourage all age brackets to work cohesively.  Communication styles need to be tailored to each person’s needs.  Similarly, dissimilar age groups respond to different incentives.  For example, members of Generation Y may value flextime more than financial compensation.  Of course, grooming today’s talent for leadership positions of the future is part of how tribal wisdom is transmitted.  Here, more seasoned workers can share their valuable experience while younger employees share their knowledge of technology.

Generation Us is entering the workplace in a big way.  We have the power to change the way we work, for the better.  Our tech and digital skills will help us deal with a world that is more global, diverse, and fast-changing than ever before.  We must embrace change, technology, and more disruption because that’s where the future is going, in a hurry.

A version of this was first posted on Forbes.

Photo Credit: Labour is Listening via Compfight cc

This NFL Team is Adapting Its Leadership to Engage Millennials

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Generational gaps are not nearly as evident in any other industry as they are in professional sports; particularly, in across the National Football League. This is an industry in which, every year, the dynamics of each team changes as eager millennials join the ranks. These teams already have established ways doing things, and now those ways tested.

When San Francisco 49ers head coach, Jim Tomsula, was asked about his position on social media, he responded. “I don’t like it at all. I don’t know anything about it. I don’t do it. I don’t use it.” Leadership of millennials? Fail!

The 49ers average an age of 25.2 years old, so it didn’t take long for Tomsula to change his stance on social media. About a month after his initial statement was made, he began to understand how critical social media would be to the success of his team, as well as his leadership of the rookie millennials.

A recent article, The NFL Team That Is Solving Millennials, recently ran in the Wall Street Journal. It described the various things the San Francisco 49ers are doing differently when it comes to the leadership of millennials.

  • Reverse Mentoring:  Tomsula sets aside time to learn the new apps and latest technology his players use in weekly meetings.
  • Shorter Meetings:  Meetings last 30 minutes instead of 2 hours. They focus more on visuals and interacting.
  • Going Digital:  They no longer print schedules. Now, the players receive digital reminders on their mobile devices

Some 49ers fans and staff are a bit skeptical of the changes being made. They’re thinking, “Why should we cater to millennials?”

Nobody wants to be coddled, and leaders shouldn’t cater to millennials. However, it is 2015 and business should reflect that fact. The world is not going to revert to a time when technology was scarce. It’s here to stay. Technology and the Internet have changed our lives forever, and they will continue to change. Millennials were simply caught in the crossfire and became the blamed for such changes.

In a related blog post, Tim Elmore provides a different point of view. In contrast to Coach Tomsula’s millennials approach, Elmore states that one should “coach as a missionary.” He suggests becoming a pioneer, leaving the comfort zone to study and learn about different cultures. First, study and learn the values of the culture. Then, it’ll be easier to relate to those people and share a message.

Coaches aren’t the only ones who have to make adjustments. I, recently, had the extreme pleasure of hearing five-time NFL MVP, Peyton Manning, give a keynote presentation at a conference. He spoke about an ongoing need to “adapt his leadership to the next generation [of players]” by keeping his expectations, perspectives, and vocabulary fresh. Manning uses the missionary approach; learning first, and then earning the trust and leadership of the millennials.

World renowned leadership expert and author, John C. Maxwell, taught something similar on stage. He spoke about posterity and legacy, explaining that leaders have to pass the baton. Moreover, leaders must pass the baton at “full speed.” They should not be on the sidelines, out of touch with today’s technology. They should be in a full sprint, completely aware of these exponential times in which we live, work, and play.

Coach Tomsula is pushing his leadership to new gears. He knows that millennials (along with the entire 49ers team) can only go to the next level if he achieves higher speeds.

Are you ready to change gears?

Photo credit: Bigstock

25 Jobs in One Career? Brace Yourselves

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Recently, I participated in an unsettling Twitter chat, focused on career planning.

Usually that’s not a controversial topic, but this particular discussion disturbed many participants. Why? Because we projected the number of jobs a typical Millennial will accumulate over the span of a career in our so-called “New Economy.”

Do The Math

Consider these estimates from reputable sources:

• By 2020, 40-50% of all income-producing work will be performed by short-term contractors, freelance workers and “SuperTemps”
• The length of a career already averages 48 years — by 2020 it will be 50+ years
• Today, the average time-in-service for a Millennial at any company is 2.6 years

Admittedly, I am not really good at math. But this data is pretty conclusive…

At 2.6 years per job, over 50+ years in the workforce, plus several temp assignments and contracts means that Gen Y can expect to hold 20-25 jobs over the course of a career.

Here’s the problem… or, rather, several problems:

No One Told Gen Y

Those statistics genuinely scared #InternPro participants — most of whom are Millennials. No one had done the math. Plus, between parents, educators and old-school career experts, there seems to be a halo effect surrounding an old paradigm: lifetime employment. Many Millennials seem to believe that once they graduate and get that first job, their job search is effectively over. They are unprepared for the fact that it’s really just the beginning of a continuous process.

Traditional Higher Education Hasn’t Noticed

Many higher education stalwarts — not exactly known for quickly adapting to changing economies and markets — still feature old-school theory taught by tenured professors who’ve never held a position outside academia. Instead of teaching the skills that will be in demand in the “Freelance Economy,” we’re still shoving 1970’s courses and curriculum down the throats of unsuspecting students. Higher education must change fundamentally. To remain relevant, academics must start emphasizing transferable, marketable career skills.

We Aren’t Entrepreneurial Enough

Successful SuperTemps, solopreneurs and freelancers rely on one skill above all else: entrepreneurism. Why? Because, going forward, our livelihood depends on our ability to sell our skills, our value proposition and our niche — continuously.

In fact, with the average duration of a job search at about 40 weeks, there will almost never be a time when we’re not selling… us.

Old School Recruiters Haven’t Adapted

It doesn’t help that recruiters still haven’t caught-on. Old-school recruiters, unwilling to accept new workforce trends, discount job seekers whose resumes show they move every two to three years. They still consider this “job-hopping” — and many will not interview candidates with this tendency. They are labeled “disloyal” and a “long-term risk”.

Here’s the reality: between economic conditions, Gen Y’s penchant for moving on when they become restless or feel undervalued, and the inevitable entrepreneurial spirit that is becoming pervasive among job seekers, recruiters who stick to this now antiquated “rule” will lose out on high-quality talent. In the meantime, their competitors will thrive.

Fasten Your Career Path Seatbelts

Without a doubt, our new economy is already here. Members of Gen Y who cling to old standards — through fear and/or influence by parents, higher education and recruiters — will clearly continue to struggle. They will continue to do as trained — and will continue looking for jobs that no longer exist.

However, young professionals who recognize the new workplace for what it is, and learn the career skills required to win…

• Strategic planning
• Goal setting
• Sales and digital marketing
• Effective follow-up
• Customer service
• Integrity-based self-promotion

…will not only embrace the new economy, they will surround themselves with success.

What’s your reaction to the “average” career path of the future? How would you suggest that Millennials prepare to manage their careers more successfully? Share your thoughts in the comments area.

(Editor’s Note: This post has been adapted from YouTern, with permission.)

Image Credit: Stock.xchng

Hiring Interns? Choose Wisely (Infographic)

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“Good Enough” May Not Be So Good

If you’re looking to add value to your company, taking on an intern who’s only “good enough” just doesn’t cut it. Of course, every internship applicant isn’t going to knock your socks off with stellar skills, experience, and a fresh perspective. But what should you expect?

Let’s face it: Hiring interns can be a challenge. Although candidates may look good on paper, interviews often reveal a whole different story. Some students and recent graduates may stumble into your office lacking any knowledge or interest in your company. Others may offer attractive skills or experience, but want a hefty salary. And others may balk at an entry-level role that seems uninspiring.

What To Do?

Building a strong internship program starts with a long-term vision. It’s about finding talented young candidates who demonstrate potential to transform into full-time hires. What should you look for on you mission to find a rockstar? Consider the “best” and “worst” profiles in the following infographic from InternMatch, an online platform that specializes in connecting intern candidates and employers. It highlights some fascinating statistics about Millennials (aka Generation Y):

  • 89% say that constantly learning on the job is important
  • 40% think they’re smarter than their boss
  • 40% say they should be promoted every two years, regardless of performance
  • 50% prefer unemployment to working at a job they hate

What Have You Discovered In Hiring Interns?

Do you agree with these statistics? What traits matter most when you hire interns from today’s pool of young talent? Share your thoughts in the comments section below.

InternMatch Infographic Best and Worst Intern Candidates

"No Labels" Workforce: Sneak Peek Videos

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(Editorial Note: Want to read the RECAP of this week’s events? See The Best-of-All-Ages Workplace #TChat Recap)

Age discrimination. Sometimes it’s very subtle. Sometimes it’s painfully obvious. Either way, it still can play a role in workplace culture. How can organizations move beyond the labels that hold back individuals, teams and corporate performance?

That’s our focus this week in the TalentCulture community. Our guests sat down for several minutes in Google+ Hangouts with me to discuss several key issues. Check it out:

One of our very own #TChat Ambassadors, Ashley Lauren Perez, defines key terms and offers advice for professionals who are considered part of “Generation Y”…

Next, Ashley’s boss, John Wilson, Founder and CEO WilsonHCG.com briefly explains why labels don’t make sense in the world of work…

It promises to be a fascinating week! The more voices who join the conversation, the better.

So join us at #TChat events this week, where we’ll take a closer look at labels in the workplace, and how to build cultures that value diversity in all of its forms:

NOTE: If you don’t see the G+ Hangout videos above in this post, you can watch them on YouTube:

“No Labels” Workforce: Sneak Peek Videos

/2 Comments/ /by

(Editorial Note: Want to read the RECAP of this week’s events? See The Best-of-All-Ages Workplace #TChat Recap)

Age discrimination. Sometimes it’s very subtle. Sometimes it’s painfully obvious. Either way, it still can play a role in workplace culture. How can organizations move beyond the labels that hold back individuals, teams and corporate performance?

That’s our focus this week in the TalentCulture community. Our guests sat down for several minutes in Google+ Hangouts with me to discuss several key issues. Check it out:

One of our very own #TChat Ambassadors, Ashley Lauren Perez, defines key terms and offers advice for professionals who are considered part of “Generation Y”…

Next, Ashley’s boss, John Wilson, Founder and CEO WilsonHCG.com briefly explains why labels don’t make sense in the world of work…

It promises to be a fascinating week! The more voices who join the conversation, the better.

So join us at #TChat events this week, where we’ll take a closer look at labels in the workplace, and how to build cultures that value diversity in all of its forms:

NOTE: If you don’t see the G+ Hangout videos above in this post, you can watch them on YouTube:

GenY: Challenge of "Doing It All" and Technology Overload

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Today’s post is by Katrina Kibben — Social Media Manager at Care.com, an innovative and resourceful social media marketing professional who enjoys helping companies of all sizes use traditional and nontraditional tactics to increase profitability and product awareness. She is working with Care.com’s annual event, Care@Work, which develops smarter ways to work by using new tools, technologies and strategies to find the balance between life at work and at home.

This is not your father’s workplace anymore – literally. This year, the oldest Baby Boomers are turning 65 years old, including President Bill Clinton. This means that the 79 million baby boomers, about 26 percent of this country’s population will be retiring in the next few years.

Another generation will make an important milestone this year – Generation Y, the Millennials – are turning 30 years old. The 30’s are known as the decade of “middle management” and parenthood.  But Generation Y feels differently about the “ladder” of success.

As the country comes out of the recession, the Millennals are looking for a sense of mission. They want a sense of ownership over their lives, either in the place that they work or in the lives they create for themselves outside of it. A workplace is relative and all preconceptions about job security are shattered. Their lives and desires aren’t dramatically different from generations before them, but the confluence of circumstances are – and more and more, this generation believes that they too can “do it all” but their definition of how and what that means is dramatically different.

Between these two generations, there has been a revolution in the office that has increased the influence of women and transformed the paradigm of the workplace. At the same time technology has revolutionized the way we work and our understanding of how we can work differently.

While current working parents, particularly working moms, have been told that they can “do it all,” modern working parents have found that having a Blackberry doesn’t necessarily help them to be flexible so much as feeling tethered, perpetuating a generation of working parents that find a blurred line between work and life that has inspired a generation of workers who are in a constant state of distraction, leading to the social acceptance of the furtive glances down and the feverish tapping everywhere – from office meetings to family dinners.

But as we innovate are we working more efficiently or are we simply working more?

Care.com’s Focus Forward conference is about designing the future of work where companies work for people, and people work for companies in ways that are smarter, faster, higher impact—and more sustainable, too. At a time when there have never been more distractions–and more pressure to deliver results–the event will examine how great companies command attention from customers by, first, holding the attention of their employees.

IMAGE VIA eirikso

Add Productivity to Your Summer Vacation

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Written by Kirsten Taggart

Ahhh, summer vacation – my favorite time of year. This summer, however, is a very significant summer as it is my last before I graduate from academia and start my life as a “real” person in May 2012.  Naturally I’ve been thinking about how I can spend my last summer of freedom in a productive, yet fun way.  After talking with my GenY friends about different summer goals, here is my list of how you can make the most out of your summer vacation.

1.  Apply for a Job or Internship

By this point in the year you’ve probably sent in your applications and have started to hear back from potential employers.  No matter what position you decide to take, don’t forget to prepare before your first day.  Map out how long it will take you to get to the office so you can arrive early.  Are you driving or taking public transportation? Check train and bus schedules just in case.  Did they ask you to bring certain items with you?  Gather everything you’ll need the night before so you won’t forget anything on your way out.  Being prepared will help to calm your nerves and stay confident on your big day.

2.  If You’ve Missed Application Deadlines…

…there’s no need to panic. Positions can open up at any time even after the summer rush.  Finding them can be tricky, so maximize your resources.  Who do you know that can help? Are your previous employers still hiring?  Have you checked Craigslist or other job boards? Shoot an email to your professors who might have connections in your field.  There are people willing to help you – you just have to ask!

3.  Learn a New Skill

It’s important to stay mentally active even if you are on vacation. Experts are finding we lose much of our mental agility during long breaks when we aren’t challenging our minds as we normally would at school (because isn’t that what a vacation is for?).  Luckily for us, it doesn’t take much to maintain your wit.  If you’re busy at your job or internship for the majority of your day, make it a point to pick up a newspaper before your morning commute or start that book you’ve been meaning to read (or if you despise reading for some reason, this will do just fine).  If you have more time to spare, why not take on a light summer class? I’m not suggesting you enroll in a hefty physics course by any means (unless you like that kind of stuff, in which case more power to you…) but look into classes that will knock some credits out of the way or are just plain fun.  Why not take that photography/dance/cooking/whatever class you’ve had your eye on? Now’s your chance!

4.  Travel

I don’t know if you’ve noticed, but it is beautiful outside! Take advantage of the summer weather.  Plan a trip somewhere to escape your weekly routine even if it’s simply exploring a new area of your city or town.  Plan a trip with some friends for a long weekend or, if you’re especially adventurous, set aside a week to travel to a foreign city.  You only live once!

5.  Plan Ahead for Fall

Start thinking about your goals for the upcoming semester.  What do you want to achieve this year?  Send your applications for internships and jobs before the deadline so you’re not rushing at the last minute (there’s nothing more annoying than finding cover letter typos after you submitted it).  Review your class schedule – are there any changes that can be made to better suit your learning habits (i.e. early vs late classes, class on every day of the week or concentrated on only two or three, etc)?  What books do you need to buy?  If you are applying for a job or internship consider how it will fit into your academic calendar and discuss with your employer how you aim to balance both obligations.

IMAGE VIA Giorgio Montersino

The 'Whys' for Gen Y: Workplace Culture Considerations

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Today’s young professionals want different things than previous generations before them. Organizations are learning they need to adapt in order to attract these talented Millennials to their workplaces. What does Gen Y seek in an ideal workplace culture?

Flexibility

Gen Y values a high starting salary and financial security, but they also value flexibility in their work schedule and benefits. According to statistics, about 85% of Gen Y members want to spend 30-70% of their time working from home. In order to attract top talent from Generation Y, an organization’s workplace must provide some degree of flexibility.

Mentorship

Young professionals need someone to help guide them through their first years as entry-level professionals. When choosing an ideal workplace, their number one request was to work with a manager they could respect and learn from. Not sure where to start? Read my previous post about how to create and sustain a mentorship program.

Professional Tevelopment

Members of Generation Y thrive on ongoing learning and professional development opportunities. They typically are already thinking beyond their current role and realize they need con

State-of-the-Art Technology

According to statistics, Millennials rank working with state-of-the-art technology number six on their list of ideal workplace environment. Because young professionals grew up in the age of quickly evolving technology and trends, they expect the same in their place of work.

A Challenge

Although many people peg Gen Y as “job hoppers,” they often leave their jobs because they’re simply bored. Provide a challenge for them in the workplace by giving them more responsibility or the lead on a new project to keep them interested in their work.

Opportunity for Advancement

Show Gen Y employees they’ll have more than just a job if they work for you—they’ll have the opportunity to have increased responsibility, gain new skills and make more money if they stick around.

For more on what Gen Y expects in a workplace, check out this infographic loaded with statistics here.

5 Important Workplace Factors: Recruiting & Retaining Today’s Young Professionals

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The young professionals you will be trying to attract to your organization today are members of Generation Y, also known as Millennials or The Internet Generation. Technology was a part of their childhood and still plays a huge role in their everyday lives. They don’t have many boundaries between work and life, are tech-savvy and innovative, and in high-demand.

Opportunity

Generation Y expects several types of opportunities in their professional career. Number one, they are looking for a chance to grow and excel in a company – somewhere that will give them opportunity for promotions and other perks if they perform well and choose to stay there long enough.

They also are looking for opportunities to be challenged. Millennials aren’t looking for “just a job” or to “go through the motions” everyday – they want a job that will utilize their expertise and education in new, challenging and exciting ways.

Finally, Millennials want opportunity for personal and professional growth. This can be through challenging projects, collaborative tasks, conferences, etc. This generation is easily bored, and you need to be able to retain them through offering these types of opportunity.

Flexibility

Gen Y expects flexibility in their work hours, schedule and work environment. Many Millennials want to telecommute or work remotely at their ideal jobs. Although they expect flexible hours and schedule, this generation is more plugged in than any other –meaning they will likely work after their “scheduled” hours and have less boundaries between life and work.

Technology

Since they’ve grown up with the latest gadgets, Millennials expect them in the workplace, as well. They’re used to constant connectivity, and if your workplace doesn’t offer that, they’ll likely look elsewhere.

Culture

In order to recruit today’s young professionals, you need to have a great corporate culture that will intrigue them. Think: socially responsible, innovative and great people to work around. Millennials tend to work for companies that they believe in and share in their mission.

Mentorship

Members of Generation Y want to learn something if they work for you. That’s why providing a mentor for each new young professional is vital to keeping him or her at your organization longer. Not only can a mentor aid in skill development, but also they become a personal connection that the employee trusts in your workplace.

With more than 80 million members of this generation, you’ll need to understand them in order to attract and retain them at your company. For more information on Generation Y in the workplace, download an infographic loaded with statistics here.