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-Ms. Deepa Mohamed -Ms. Hena Jawed Khan Recommendations & Insights on managing Gen-Y at work place

Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

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Page 1: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

-Ms. Deepa Mohamed-Ms. Hena Jawed Khan

Recommendations & Insights on managing Gen-Y at work place

Page 2: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

Characteristics

Communication Styles

Social Attributes

We will be able to reap the benefits of their tremendously confident generation & will be able to produce financial & business miracles in terms of synchronizing

• Direction & GuidanceTRADITIONALIST

• Enthusiasm & ExperienceBABY BOOMERS

• Open approach to LearningGEN X

• Contagious Motivation & ConfidentGEN Y

4 GEN WORKING TOGETHER

2Private & Confidential

Page 3: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

COMMON CHARASTERICTICS OF ALL GENERATIONS WORKING TOGETHER

Generation Common Characteristics

Gen YOptimistic; Confident;

Comfortably self-reliant; Success Driven

Gen XSelf-Reliant;

Diversity-Minded; Focused on today

Baby Boomers Optimistic; Driven to achieve goals;

3

Private & Confidential

Page 4: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

Private & ConfidentialSOURCE: TIPS TO IMPROVE INTERACTION AMONG THE GENERATIONS – From National Oceanographic & Atmospheric Asso Office of Diversity

ALL GENERATION IN A NUTSHELLVeterans

(1922–1945)Baby Boomers

(1946–1964)Generation X

(1965–1980)Generation Y

(1981–2000)

Work Ethic / Values:

Hard workRespect authoritySacrificeDuty before funAdhere to rules

WorkaholicsWork efficientlyCrusading causesPersonal fulfillmentDesire qualityQuestion authority

Eliminate the taskSelf-relianceWant structure and directionSkeptical

What’s nextMultitaskingTenacityEntrepreneurialTolerantGoal oriented

Work is…: An obligation An exciting adventure A difficult challengeA contract

A means to an endFulfillment

Leadership Style: DirectiveCommand-and-control

ConsensualCollegial

Everyone is the sameChallenge othersAsk why

The young leadersCentury

Interactive Style: Individual Team playerLoves meetings

Entrepreneur Participative

Communications: FormalWritten

In person DirectImmediate

EmailVoice mail

Feedback & Rewards:

No news is good newsSatisfaction in a jobwell done

Don’t appreciate itMoneyTitle recognition

Sorry to interrupt, but how am I doing?Freedom = best reward

Whenever I want it, atthe push of a buttonMeaningful work

Messages that motivate:

Your experience isrespected

You are valuedYou are needed

Do it your wayForget the rules

Working with otherbright, creative people

Work & Family Life:

Work No balanceWork to live

Balance Balance

4

Page 5: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

5

CAREER ASPIRATIONS (72.43)

Intrinsic Motivators(50.41)

Extrinsic Motivators(55.22)

Values (75)

1. Service Dedication to Cause: (78.43)

1. Equitable Pay: (58.89) 1. Considerate & Sympathetic Supervisor (64.12)

1. Achievement Orientation: (87.50)

2.Managerial Task: (78.12) 2. Responsibility & Independence: (54.52)

2. Restricted Work Hours: (63.96)

2. Monetary Motivation: (79.85)

3. Identity occupation & Organizational: (78.03)

3. Achievement: (53.19) 3. Sound Company policies Practices: (56.47)

3. Role Immersion: (67.53)

Recommended HR Management Dimensions to support/ Compliment this:

Alignment of organizational goals with individual goals

Clear vision and mission

Multiple career pathNo role ambiguity

Fairness, Internal & External Pay Equity

Autonomy & FreedomAdvancement

(Accelerated Career Path)

SecurityFeedbackJob Profile

Mentor- Mentee Approach

Work- Life BalanceFlexible Work hours &

Good Work ClimateBalance of Stressor &

EnablerInnovative &

Supportive HR & Organization policies

Rewards and Recognition

Performance Management System

Total rewards (Relational & Transactional)

Learning & Development Opportunities

High Job MPS*

Courtesy: Academy of HRD

TOP 3 STIMULATORS FOR GEN Y

Private & Confidential

Page 6: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

STRESSOR

ENABLER

6

BALANCED WORK-LIFE

CREATE “Serial Monogamy Mentality”

- Commitment to the Job/Task” instead of “organisational loyalty”.

BOOST UP THE LEVEL OF

EMPLOYEE SATISFACTION

- R&R- Corporate Wellness Programs

PAY SYSTEMS

- Credible

- Good sense of converting performance into pay structures.- New Benefits

MAKING YOUR ORGANSATION A NICE PLACE

TO WORK

- Hygiene factors

JOB ENRICHMENT & ENGAGEMENT

- Quality Work Life (overall

work climate and culture)

MOTIVATING POTENTIAL SCORE

(MPS)= Skill variety + Task Identity + Task Significance

3x Autonomy Feedbackx

ADMIN POLICIES AND STRATEGIES

- Downsizing- Bureaucratic Rules- Competitive pressures- Rotating (graveyard) shifts- Merit Pay Plans

ORGANISATIONAL

STRUCTURE & DESIGN

- Centralization- Line – staff conflicts- Role ambiguity and conflict- No opportunity for advancement- Restrictive/ Untrusting culture

ORGANISATIONAL PROCESS- Tight Controls- Only downward communication- Little performance feedback- Centralized decision making- Lack of participation in decisions- Punitive appraisal Systems

WORKING CONDITIONS- Crowder work area - Physical or mental strain- Poor Lighting

STRESSOR ENABLER

MANAGING WORK-LIFE BALANCE

Private & Confidential

Page 7: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

GEN Y – INDIAN CONTEXT

7

In India, with opportunities a plenty in the current economy, JOB-HOPPING is a major constraint, something not seen in their parents’ generation.

With nearly half of India's billion-plus people under the age of 25

High Aspiration Accelerated career growth Socially responsible workplace Flexible work environment Freedom & collaboration Innovation Entrepreneur & Business savvy Optimistic, Embracing change Clear sense of where they are headed Highly competitive

Like how they work,Work how they like….

Gen-Y in India value WORK LIFE BALANCE more than any other generation

Level of engagement comparable to other generations “EXCEPTION”

Willing to work in shifts , but NO NO TO LONG HOURS…………

Private & Confidential

Page 8: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

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“[We are a] generation of crazy,

illuminated hipsters suddenly rising

and roaming America, serious,

bumming and hitchhiking

everywhere... staring out the dead

wall window of our civilization.” – Jack

Kerouac on the 1950s Beat

Generation.

– In contrast, Gen Y is highly

collaborative; they are high

achievers, eagerly engaged

in society.“You are a lost generation.” –

Gertrude Stein to Ernest

Hemingway of the post-WWI

generation of the 1920s. – In contrast, Gen Yers are future

oriented, confident, and optimistic.

Talent management as a whole should aim at: Socializing – Getting social with talent. Transparency to encourage “meritocracy”. Appreciation, Appreciation and Appreciation. Technology ecosystem – similar to the employees’ technology ecosystem as they access in

their personal lives. Empowerment at young age.

GENERAL TAKE AWAYS• Generation Y is confident at a time of

high anxiety• Generation Y values opportunity over

job security• Gen Y wants – and is receiving –

more responsibility, earlier• Gen Y trusts superiors and wants to

work with them.• Generation Y is fundamentally

different from other iconic generations.

SOURCE: Deloitte Study - Generation Y: powerhouse of the global economy

“Tune in, turn on, drop out.” –

Timothy Leary’s slogan, adopted

by the Baby Boom Generation in

the 1960s.

– In contrast, Gen Y

trusts & respects

authority figures – so

long as they are

competent, ethical, and

authentic.

Private & Confidential

Page 9: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

9

“OFFER A PROMISE TO PROSPER”

(Total Rewards)

Organizational Culture

Organizational Vision Work Environment

Organisation’s Hygiene Factors

Learning & Development Opportunities

CSF : CRITICAL SUCCESS FACTOR

Private & Confidential

Page 10: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

10

FEW POINTERS FOR ENGAGING GEN Y

You Must Do Not

• Assign Mentors

• Communicate

• Offer different modes of learning

• Constant Feedback

• Job Rotations / Variety of Work

• Align Organizational Goals with

interests of employees

• Ask for new ideas and listen

• Provide infrastructure for

collaboration

• Micromanage

• Isolate with similar age groups

(provide interaction with senior

members, esp. Boomers)

• Use the same management style

with all generations

• Delegate without making the

connection to the bigger picture

Private & Confidential

Page 11: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

Ms. Deepa Mohamed

Ms Hena Jawed KhanThe People [email protected]

[email protected]

11Private & Confidential

Page 12: Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, The People Connect

The data presented in the document is the intellectual property of aforesigned. Any rights including, inter alia, rights of reproduction, communication to the public, adaptation and translation of the work should be done

after prior permission from the Author. All rights reserved

Courtesy References listed below:

INTERNET LINKS:• http://www.haworth-europe.com/en/content/download/8985/545674/file/Oxygenz-Report_2010_EN.pdf• http://www.learningtolearn.sa.edu.au/Colleagues/files/links/UnderstandingGenY.pdf • http://www.managementlab.org/files/site/publications/labnotes/mlab-labnotes-010.pdf • http://www2.honolulu.hawaii.edu/facdev/guidebk/teachtip/GenY.htm • http://jenniferbrownconsulting.com/site/wp-content/uploads/2010/09/New-Strategies-for-Gen-Y-Recruitment-White-Pap

er.pdf

• http://careers.bmj.com/careers/advice/view-article.html?id=20000724• http://sds.uncc.edu/sites/sds.uncc.edu/files/media/White_Paper_Gen_Y.pdf• http://en.wikipedia.org/wiki/Organizational_communication• http://www.deloitte.com/assets/DcomUnitedStates/Local20Assets/Documents/us_consulting_hc_GenerationY_Snapsh

ot_041509.pdf• http://www.google.co.in/url?sa=t&source=web&cd=1&ved=0CBsQFjAA&url=http%3A%2F%2Fthecareerpartners.com%

2Fdocs%2Femergingworkplace%2FWhat%2520does%2520Gen%2520Y%2520Want.ppt&rct=j&q=What%20Does%20a%20Gen%20Y%E2%80%99er%20Want%20Work%2FLife%20Congress%20October%202%2C%202007&ei=7FuVTqKkEszMrQe0-YWlBg&usg=AFQjCNHzAh6b7uCawgIsdkPQ2i_jxeygdQ&cad=rja

• http://www.google.co.in/url?sa=t&source=web&cd=1&ved=0CB4QFjAA&url=http%3A%2F%2Fwww.diversitybestpractices.com%2Ffiles%2FKPMG.ppt&rct=j&q=Managing%20Three%20Generations%20of%20Employees%20%E2%80%93%20KPMG&ei=AFyVTu5vjMutB4TkmMwG&usg=AFQjCNGii41Vf2O77RfWGIQMLbThEihSjQ&cad=rja

BOOKS:• COMPENSATION – by: George T. Milkovich, Jerry M. Newman, Carolyn Milkovich• Saving the World at Work: What Companies and Individuals Can Do to Go Beyond Making a Profit to Making a

Difference [Hardcover] – by - Tim Sanders

JOURNALS:• Peer Bulletin – (issue 204)

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