Transformation of Workplace for Gen Y

WORKPLACE TRANSFORMATION FOR GENERATION – Y
It is time we bid good-bye to the old meeting rooms and welcome new social spaces as the organizations across the whole world are going to witness a huge generation shift in their workforce. The Generation Y, also referred to as the “Millenials”, born between 1977 and 1990, are set to dominate and change the style of work in the next 10 years. These are four recognized generations as follows: 1. Radio Babies (Born between 1930-45) 2. Baby Boomers (Born between 1946-64) 3. Generation X (Born Between 1965-75) 4. Generation Y or the Millenials (Born between 1977-90)
This makes it very necessary to rethink the workspace and the different aspects of office surroundings as the Baby Boomers and the Generation X get replaced by the Millenials. As per the BPW Foundation study, the Generation Y in 2011 is predicted to occupy almost 75% the workforce by 2025. Before we look into how these workplaces have to adjust themselves so as to attract the new generation, let us focus on a few striking differences between the two broad categories of generations I.e. Generation Y and Baby Boomerx. Generation Y | Baby Boomers | * Highest priority : Engaging workforce * Lowest Priority : Meeting rooms Quality * Prefer quick, casual and socially-tingled meetings with technology usage * Prefer a feel-like-home workplace * Excellent multi-taskers * Highly Impatient * Focus on fixing their weaknesses * Work is a means to achieve desires * Expect instant gratification * Not loyal to employers * Change is their birthright | * Highest priority : Meeting rooms Quality * Lowest Priority : Engaging workforce * Prefer structured, face-to-face meetings * Prefer separate work life and personal life * Prefer sequential style of work * More patient * Focus on building their strengths * Work is an exciting journey * Happy to get the reward anytime * Loyal to employers * Less adaptable to change |

Along with the above stated differences, understanding this generation becomes important. They expect more rewards and praises irrespective of achievements. They wish to be treated uniquely and expect quick responses and feedbacks, thanks to facebook status likes and instant SMS replies. Generation Y doesn’t expect to stay long in a particular job or even a career for too long. This is mostly evident in the case of fresh recruits who hope for quick promotions into higher roles and onsite opportunities. Millenials network mostly through internet and social networking sites unlike Baby Boomers who are more accustomed to formal meets and telephone conversations. In lieu of their talent, Gen Y demands both tangible and intangible benefits.
The Millennial generation is probably the most highly skilled, sought after, ready to hit the ground running workforce that has ever come across by the organizations. Generation Y’s greatest strengths like confidence, optimism, creativity, multi-tasking ability etc. can do wonders in their performance. The effective capitalization and utilization of these strengths will ensure creation of a better workforce. With proper leadership guidance and mentoring, they can become an asset at their workplaces. This calls for adaptability and alignment with the shift. Millenials always look for recognition and hope to work with an easily approachable management. This calls for more employee engagement activities and here comes in the role of the HR department to ensure that there are right communicative channels in order to deal with such issues. These channels can include informal meetings, online feedback portals etc.
The following changes and measures can be incorporated in the organizations so as to meet the demands: * Free movement: work in a space that they prefer and best suit their activity. * Open meeting spaces and lounge furniture set-ups. * Moving from “ME” to “WE” space. * Approachable feedback systems and communication channels. * Inclusion of free eatables, discount coupons, paid vacations and ultramodern facilities. * Access to social networking sites for limited time. * After work parties and gatherings.
Along with these changes, it also has to be kept in mind that currently, the entire workforce is still a mix of generations having their own demands and expectations. These measures have to be made in a subtle way so as to cater to all these generations. The Millenials carry a perception that the older generations lack trust in them and feel they are too outgoing whereas the older generations feel that the Millenials lack respect for authority, work ethics and practices. The reason to this is inefficient communication between these generations. This gap must be bridged so as to get the entire workforce on a single winning side for the management. The management must portray the differences between generations as its strength and a source for new ideas and policies. A variety of communication channels like face-to-face meetings, telephone, messenger, email, social media etc. must be allowed as these generations prefer different communication methods. A flexible work environment must be created where in an employee can work on a particular project from home which does not need constant interaction and assessment. Along with the traditional incentives for the older generation, the HR department can provide alternative incentives like discount coupons on apparel, recharge offers, passes for concerts on a regular basis so as to increase employee satisfaction.
A changing workforce is inevitable and influences the way organizations do business. This makes the workforce a competitive edge for the companies. The wisdom and knowledge of the older generations must be coupled with the creativity of the younger generations to create a highly competent workforce with superior performance. Good business requires good understanding between the employer and employee. The workplace must evolve to address the generational characteristics and the changing needs of the employees so as to make them enjoy their work and motivate them to come in every morning.

References: http://edition.cnn.com/2012/08/20/business/generation-y-global-office-culture http://www.forbes.com/sites/85broads/2012/01/23/gen-y-workforce-and-workplace-are-out-of-sync/

Submitted By:
Name: Mallikarjun Kulkarni
Batch: PGP-HR 2012-14
College Name: Management Development Institute (MDI, Gurgaon)
Email ID: pghr12mallikarjun_k@mandevian.com
Contact No: 9953392203

References: http://edition.cnn.com/2012/08/20/business/generation-y-global-office-culture http://www.forbes.com/sites/85broads/2012/01/23/gen-y-workforce-and-workplace-are-out-of-sync/ Submitted By: Name: Mallikarjun Kulkarni Batch: PGP-HR 2012-14 College Name: Management Development Institute (MDI, Gurgaon) Email ID: pghr12mallikarjun_k@mandevian.com Contact No: 9953392203