Good Info on How to Develop Gen Y Job HoppersDecember 16th, 2010
I recently came across this article on TalentManagement.com, written by Bobbie Little, a Director of Worldwide Coaching Services for PDI Ninth House. The article title is, “How to Develop Millennial Job Hoppers”.
Much of what is discussed are things I talk about in the various seminars and workshops I conduct, and I’ve written many articles about this. But I wanted to share Bobbie’s extensive article with you because it is filled with good info and recent statistics.
Here’s one excerpt:
Generation Y — also known as the millennial generation, born in 1981-2000 — is not immune to the effects of a down economy. In 2006, the Pew Research Center discovered that 50 percent of 18- to 29-year-olds were employed full time. That percentage dropped to 41 percent in 2010.
Troubled times are causing some millennials to re-adjust the ideals and expectations they envision for the workplace. Those expectations include interesting, challenging work with fast, upward mobility, a clear path to advancement, ongoing and timely mentoring and feedback, and access to the latest technology tools.
Taylor Foss, vice president of human resources for LifeBridge Health, a regional health care organization, said her millennial employees are realizing they cannot walk in and ask for the world. “I counsel them that career advancement, under today’s circumstances, may mean a lateral move before an upward promotion, and they’re willing to take on responsibilities that they would be reluctant to pursue in a healthy economy,” Foss said.
And here’s another excerpt that drives the point of this article home:
While Generation Y may be going through a reality check, employers should be forewarned that millennials’ ideals and expectations cannot be shelved forever. Employers need to take a long-term view of the employment situation. Their short-term view is focused on keeping companies afloat at any cost, including pay cuts, salary freezes, benefit reductions and requiring employees to absorb the duties left behind by their laid-off colleagues.
But Generation Y makes up approximately 30 percent of the U.S. workforce, the second largest group behind baby boomers. The economy will eventually sputter back to life, and this could create a big issue for employers.
If you’re a manager of Millennials, a leader in the workforce concerned about your company’s future leadership and employee retention, or an HR executive, I strongly recommend reading this whole article! CLICK HERE. And please note it does go on for 4-pages, so be sure to click the arrows at the bottom of page one!
Bye for now!
Leave a Reply