Generation Y

TOOLS FOR WORKING WITH GENERATION Y:
How the New Generation Requires New Coaching Approaches

So you have young people on your staff, young in experience and attitude, yet seemingly very set in their ways. Generation Y is a mystery to many seasoned managers, and a concern for many companies on how to get things done with and through them.

I am here to offer you tools–specific approaches– on how to work with Generation Y employees, and how to find the connection beyond the frustration and misunderstandings that have occurred up until now.

First of all, here’s what we know about Generation Y’ers. They:

• have attitudes different than our own
• high expectations of self and see themselves working better and faster than others
• don’t have company loyalty, and might scoff at yours
• don’t have a sense of urgency or respect for deadlines
• don’t prioritize based on the hierarchy – the boss’ request is not more important than a colleague’s
• want tight deadlines to build up a sense of accomplishment, and may fight the deadlines on the way
• have a strong sense of entitlement – what you have earned should be available to them as well
• were raised by parents who wanted to be their friends and were often not held accountable to their actions

Are these people nuts? Absolutely not–just raised with a different set of values. They grew up watching their own parents and other adults lose their loyalty to company standards. They’ve heard of other young people becoming millionaires by having unique ideas that are marketed on the web. They have access to the same information you do via the internet.

So, what appears to be “attitude” is the result of technology, pace, change on the planet, and differing values. The big question is (after you decide you won’t strangle them), “How do I manage, lead, inspire and coach them to great results as part of the team???”

Actually, that may be a question you’d like answered for many difficult employees. For Generation Y especially, there are three qualities you must develop consistently in your leadership approach. And the tools to work with Generation Y lie in your demonstration of these three qualities.

This is a model that provides a way to build strong individuals and teams through your leadership. When I use this model in our leadership training, managers tell me how appreciative they are to have tools they can grasp and utilize daily. Most of us are strong in one or two of these areas, few of us in all three. Generation Y requires you to develop all three, otherwise you are operating in a lopsided fashion and the frustration results on both sides. So let’s apply these tools to Generation Y.

CLEAR DIRECTION

Generation Y employees needs boundaries, like the bumpers along the bowling lanes that keep the ball from going into the gutters. Clear direction means you provide the milestones and targeted end result with a clarity that people can see, touch and feel. For example, a Generation Y employee often won’t stay late, like you would, to get something done because the deadline is tomorrow and they’re not finished. However, clearly stating the desired outcome and timelines, and you counting on them to fulfill their end, shows them where their own bumpers lie.

Tool #1: Lay out clear targets and outcomes according to expectations, timelines and teamwork that you specifically detail, not assume. Remember, Generation Y doesn’t have the company loyalty, so watch your assumptions. You may feel you are repeating the obvious. It’s not to them. You are providing a roadmap of what is expected by clearly defining the steps. In time you will see results. They will test you when you get trapped in assumptions you don’t even know you are projecting. Ask yourself often, “Am I providing clear direction in a way that is clear for them? What level of detail is needed?” Ask them to repeat back to you what you have stated to make sure they understand. If they don’t, provide more detail around the approach and outcome you expect.

COMPASSION

Generation Y greatly responds to this quality. They are also quick to recognize when it is fake. Compassion is not sympathy—it’s a place of understanding and learning that allows new approaches to emerge. It’s the personal connection that energizes people. Compassion allows for learning from mistakes, and eliminating the perfection game. It’s the place where Generation Y feels understood and heard, rather than punished and reprimanded. Compassion is often the way to get them to receive Clear Direction and Accountability. Compassion is requires not for just for them, but for yourself and your learning process as well.

They don’t have the same values around priorities, working hard, or putting in the effort as you do. So you must establish a great personal connection so that they feel appreciated and understood. From that place, you can then guide them to the expectations on becoming an asset to your team and department. This includes outlining the priority of a senior manager’s request over a colleague’s, or how to earn the corner office, or what comes with tenure at your organization. It’s may not be clear till you lay it out with compassion.

Tool #2: Use Your Heart. The heart is always larger then any difficult situation if we will use it. You need it with Generation Y, and as you use it, you will see great results in how the personal connection works. Picture energy coming from your heart, because it does. Breathe this energy out, expanding to fill up the entire room, and feel the ease of your expanding heart. Put these employees in the energy of your heart, and acknowledge, “All is well.” Doesn’t that feel wonderful? And so it will become as you use this often.

Tool #2: Seek them out to be part of the solution. Ask for their input and listen to what they say, even if unrealistic. They offer nuggets of truth if you will listen. Utilize their suggestions. Here are some discovery questions:

• “What do you need more or less of from me?”
• “What do you need from me in order to get X done by Friday?”
• “What would inspire you to get this done by Friday in spite of all the work load?”
• “What would you do if you were in my shoes regarding Z?”
• “How could we work together as a team in a better way?”

Ask “What,” “How” and “Tell me about” questions. Write them down ahead of time. Have discovery meetings where you are just focused on understanding what makes them tick. You may uncover some illusions about your expectations of them as well as their desires of you. Pay attention and put your learning to use.

ACCOUNTABILITY

This may be the most difficult of the three qualities to apply in a balanced way with Generation Y employees. Holding people accountable to a direction they don’t agree with is often handled with war tactics (attack, defend, retreat), alienation, retaliation, and avoidance. Forget it! These will not catch their attention and won’t change the behavior. Generation Y requires you to be accountable yourself, to demonstrate what you say, and to learn along the way.

Accountability means follow up and follow through, and holding the bar high enough consistently for them to see you really mean it. Remember, they were raised in an era where parents preferred to be their friends than hold them accountable. They think they can outlast you in resistance and you’ll give in. Don’t.

Tool #4: Hold them to their commitments. Hold them to deadlines, priorities, expectations, agreements, and when they slip, let them know that they did. Do not give them a pass or pardon. Negotiate for a new deadline or outcome. Use them in determining the next steps forward. Include them in the consequences. Do NOT do their work for them—they’ll let you do it all.

Here’s a truth that corporate America is having to face as a result of the new generation: Corporate America has to change. They see right through the old ways. The old military model is outdated. The master/slave hierarchy doesn’t work (“I’m the master, you’re my slave, but you are the master to your team, and they’re you’re slaves, etc.”) Generation Y comes to work with greater awareness and desire for fulfillment. My wish is that the tools above will assist you to develop great individuals out of them, and yourself. And may this process bring more truth, balance, and connection to Corporate America.