As this generation hops from job to job, how can companies retain talented workers? How can companies get Generation Y employees to move up into management positions left vacant by retiring Baby Boomers instead of moving out to a new company?
Jayson notes that big firms like Pricewaterhous Coppers and Deloitte and Touche have revamped their recruiting and retention programs to address work life balance concerns and appeal to Generation Y.
But I wonder is that enough? It's one thing for a company to say they promote work life balance but do they follow through? It's great for a company to offer gym discounts and tuition reimbursement, but does it make up for the fact they expect you to work 70+ hours a week? Do they offer 4 day work weeks, but not for management level positions?
Be wary of "false advertisements" in company recruting and marketing materials. Do you research and get the real scoop of a year in the life of an employee at that job before you sign on the dotted line.
3 comments:
Hi Jessica,
Yes, companies seem to promote work/life balance but do not implement employees having this balance. Having a work/life balance is important to many employees and look for this in employers. By creating a work/life balance it helps employees do their jobs better because their minds are rested and they feel refreshed. For Generation Y, there are many opportunities to find jobs and if a work/life balance is not given this generation is prone to find another job that will suite their needs. Companies should take in consideration what employees wants so that employees will stay loyal to the company. Companies should also be honest when they hire employees instead of saying max hours is 40-45 hours a week instead of putting in 60-70 hours regularly which the company expects employees to put in.
This is partly what my research paper will be about - retaining workers in a free agent society. I definitely agree with the comment about Generation Y and how we fear boredom. I see so many people at work who are content sitting through an eight hour day with nothing to do. When I have nothing to do, I’m constantly searching for something – sometimes work related and sometimes not! Either way, when I have nothing to do at work, I start to feel like my job is pointless.
I think a good way for employers to help achieve a work life balance is by setting expectations at the beginning of the job. Google is a great example. Sure, they will pay for your housing, food, recreation, education, etc., but they own you. Once you work at Google, your life becomes Google. It doesn’t necessarily mean you always work, but you live where you work which may be the same difference. From what I’ve seen online, it sounds like a pretty good deal.
Well, I am not Gen Y, but Gen X...it is just as frustrating and scarier. I don't fear boredom, I fear that the work life balance isn't taken seriously by companies and that our voices aren't truly heard. I fear that the younger kids won't understand balance. I fear that many people as they grow older won't have kids or will only have one because as you encounter stress and boredom with your jobs, you seek a career change or a "quarter life crisis" phase....and that can become draining and costly to you, the employer, the spouse and the family. Making choices to fit the life you want should be priority. Companies should accept that the ultimate goal in life is to be loved and have a family.....not to be workaholics.
Post a Comment