Generation Y Work Life Balance Concerns

Just read an interesting article in USA Today by Sharon Jayson addressing the work life balance concerns of Generation Y and how companies are slowly adjusting to up and coming concern. Jayson points out that Generation Y workers have a vastly different attitude than those of past generations. Workers born since the early 1980's, which we have identified as Millenials, Generation Y or Echo Boomers, crave a more collaborative workplace environment and fear boredom.

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.

Old enough to be my grandpa!

Our discussion last week made me think about the many, many different types of people that I mange at work. I am directly responsible for 16 and 17 year old kids in high school, single moms, mentally disabled baby boomers, and cashiers old enough to be my grandfather!

Having such a variety of team members to lead can post a wide array of problems. How do you communicate to so many different audiences? How do you tailor your message differently? What about holding people accountable? If your 21 year old cart attendant calls out because he is "sick", yet you hear rumors about a party last night, do you write him up for attendance? What about if your 35 year old single mom cashier calls out because her son is sick, do you write her up too? Do you have to maintain consistency across the board or can you make exceptions?

What about motivating yout team? We learned about the various ways that employees are motivated in the workplace based on their generations. Check out this generational differences chart to learn alot of interesting facts about the attributes of different generations.

Can youtube lead to termination?

An interesting situation occurred at work recently. A few employees approached me and my fellow managers about a video that had been posted on youtube. Essentially, it involved a backroom employee who used their cell phone to videotape some shenanigans they did while at work.

If these incidents had been witnessed by a manager it would be cause for immediate termination. However the dilemma lies in the fact that no one personally witnessed these acts. It is clear that the employee involved videotaped these acts while at work and they are against company policy.

Can we use social media like youtube, facebook or twitter to coach and/or terminate employees?

What Gen Y Really Wants - Time

Just read a great article about what motivates generation Y, namely the 20-somethings in the workforce. With the increased availability of technology Generation Y has constant access to work. This is much different than the Baby Boomers who maintain a work-life balance by seperating work and family. Generation Y has to work harder to find the right blend of work and life. The lines between work and home don't really exist.

If employers want to recruit, maintain and motivate Generation Y they need to think creatively about promoting a work-life balance. This generation is more willing to check their pda's and email at home and on the weekends if they have flexibility during the week. Many also have a high achievement orientation which makes telecommuting and working from home a great option.

Understanding Generation Y is important for managers at all levels because one day soon, Generation Y will be the bosses.

Balance: The New Workplace Perk

I read some interesting points in this article. According to a recent survey by the Association of Executive Search Consultants, 85% of recruiters have seen candidates reject a job offer because it wouldn't include enough work-life balance. And 90% of recruiters say work-life balance considerations are more important now than they were five years ago.

As baby boomers think about retiring, positions are opening up for the net generation. Soon, it will be become a candiate's market. And now, many candidates are thinking about more than just salary. The net generation wants a work life balance and an employer who is willing to support that. We want 4 day work weeks and options for telecommuting and working from home.

The article also mentions some very creative ways that companies are incorporating a work-life balance into the mix. Google for instance offers laundry, car washes, mandatory fun breaks, free vacations, an amazing cafeteria and much much more for their employees. Check out their video here.

If you are planning on moving to another company after you finish your MBA, will you demand a work-life balance? Will you expect 4 day work weeks and options for working at home?

Net generation

How does the net generation approach work?

Check out the article The Net Generation is the Smartest Generation, written based on an interview with Don Tapscott.

As a generation with the internet constantly attached to our hands, we approach work differently than our parents do. Growing up digital means that we are used to multitasking, to having information overload and to be more proactive to finding answers, rather than waiting around for someone wiser to give it to us.

In the article, Choudhury states:

"Digital natives are no longer satisfied with the old corporate model of recruiting, training, supervising and retaining. Companies should adopt a new model in retaining them that is, initiate, engage, collaborate and evolve."

The net generation approaches work wanting immediate feedback, stronger work relationships, better challenges and opportunities, and more of a work-life balance. This means companies should alter their management styles.

The net generation has a lot to offer. Companies that change their management styles to adapt to this are the ones that will come out on top. How should companies accomplish this? Companies should allow the net generation to utilize wikis, blogs, facebook and youtube to harness their creativity and innovation. Companies should allow employees to work part time from home, and to encourage teleconfrencing and collaboration.

What other ways can companies embrace the net generation?

Work - Life Balance

A few months ago my friend was leaving for the day, about 2 hours late, and getting ready to head home. She popped her head in to her boss's office to say good-bye and he said, "what, leaving already?" To that she responded, "yep, it's been a long day, it's all about work-life balance." He replied, "are you sure it's not LIFE-work balance?" in a bit of a sarcastic tone. He said, "If you want to make senior (tax accountant), sometimes you need to put your career first."

Once home, she decided to tell her mom about the situation. Her mom replied, "you need to put your family and friends and yourself first or you'll never be happy.

Hearing the conflicting advice between two important people in life is confusing. Now, I don't have children yet, as I am certain that brings a whole new ball into this juggling act. How do you prioritize your goals in life? Is it more important to work hard, especially for those with a high achievement orientation, to get that promotion, or to work just hard enough to get your paycheck and spend time with your friends and family?

Find out if you are considered a workaholic by taking this quiz.