It is critically important for employers of Gen Yers to look beyond behavior and understand what is driving it. This generation has been taught to thrive on external motivation — after all, schools give rewards just for showing up. They have a genuine need for praise, tangible rewards, and feedback at every step. Unlike earlier generations, they must learn in adulthood rather than in childhood to develop internal motivation. Managers willing to help with this process will have more independent, self-reliant, and successful employees. In addition to understanding the expectations of their employees, supervisors must be careful to define their own expectations clearly. Gen Yers tend to show extreme sensitivity when confronted with constructive criticism or when perceiving failure because they have encountered it rarely in the past. They have been taught to expect instant reward and gratification.

To enable Gen Y employees to do their best work and grow towards leadership, employers should:

  • Schedule brief chats with employees to find out what external motivations will be most effective for individuals and for teams.
  • Engage the employees in self-monitoring when problem areas are discovered so they can see what they are doing and how it affects other people.
  • Arrange an intergenerational mentoring program.
  • Help employees recognize and harness their strengths.
  • Reward high-quality performance with increased responsibility.
  • Schedule quarterly rather than annual performance reviews.

About anubhamauryawalia

Contact us at 919818446562, Anubha, a Trainer, Facilitator & OD&L Professional is a prolific Human Process Interventionist, created PRISM Philosophy, ( Prepare. Respect. Implement. Share. Maintain) carries 18 years of rich experience have worked with top of the line blue chip organizations like Honeywell, ICICI Bank, Moody ICL Certification were she was heading ODL, Trainings & Quality verticals. Her areas of expertise include human process intervention, Organisation Development, Change engagement Learning, Team building, POSH and Quality implementation. She is Consultant as Change Engagement & Learning for OD and delivers corporate training programs at national and international platform and First lady from India doing research on FOLLOWERSHIP. She is the Self-Discipline Strategist who relates profound truths coupled with humorous anecdotes empowering professionals to conquer their apprehension. Her work involves direct observation, real time feedback, experiential learning and coaching following Andragogy principles. Self-directed and self-motivated, Charismatic and persuasive, with the ability to rely on logic and facts to support her positions. In times of pressure, tend to be objective in her approach and direct in her communication. Naturally, optimistic, you seek out the possibilities in life. Her creativity and ability to solve problems are some of her greatest strengths. This paired with drive, vision, and methodical approach allows her to create new opportunities, keeping her experiences fresh and exciting. Preferring to develop new ideas rather than maintaining systems already in place. Bold person, whose character is marked by originality, expressiveness, generosity, determination, and a keen eye for details Natural born communicator and an adept social navigator, often others will sit by, engage new people or invite others in to make them feel at home. With a talent for creative reasoning and big picture thinking, she is a great innovator and are typically seen this way by others. Her energy and forward thinking can generate a team-oriented environment, helping to accomplish goals by motivating others, while creating an atmosphere that is fun and exciting.

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