General Friday September 21, 2012 10:08
Global workforce solutions leader, Kelly Services?, urges organisations to actively engage and mentor their Generation Y (“Gen Y”) workforce to reap the maximum benefits in managing today’s challenging multi-generational workforce.
In its latest whitepaper titled “They want everything…Yesterday”, launched today at a Gen Y-centric forum attended by both hiring managers and Gen Y participants, it is highlighted that meaningful work is most important to the Gen Y employee and that mentoring from managers helps a Gen Y employee to align his/her career goals. Once this is established, managers and employers will most likely find their Gen Y employees exhibiting a greater sense of responsibility, applying an “all or nothing” attitude towards the tasks that they are entrusted with.
Commenting on managing Gen Y employees, Mr Dhirendra Shantilal, Senior Vice President, APAC at Kelly Services said, “Organisations have to recognise that the work environment and the attitudes of various employees are different. Particularly for the Gen Y employees, their enthusiasm and their ability to adapt to and navigate the fast-changing trends in today’s world are strong attributes that employers and managers should tap on. If employers and managers can change their mind-sets and harness the positive energies of the younger employees, their organisations will be richly rewarded.
When asked about desired employer attributes in the 2012 Kelly Global Workforce Index (“KGWI”) on the modern workforce, many of the Gen Y respondents, globally, named corporate culture and strong market presence/leadership as the top two considerations. These factors eclipse all others including financial performance, longevity, reputation for innovation, and corporate social responsibility (CSR). When deciding on one position over another, respondents said personal fulfilment/worklife balance, and personal growth/advancement are the two most important considerations. Both are ranked ahead of compensation/benefits.
In Singapore, such attitudes are displayed more acutely; 75% placed personal growth and fulfilment as more important than compensation and benefits when choosing between jobs. 51% also believed that it was important to change jobs for career growth and skill development.
Clearly, the Gen Y employee values career development opportunities and meaningful work over more traditional motivational factors like compensation and benefits. With the Gen Y employee displaying such attributes, managers and employers must provide the Gen Y employees within their organisations with a more rounded approach to an employment package that features a clear career development path.
Adding on, Wanna Assavakarint, Managing Director, Kelly Services Thailand said, “This is exceptionally relevant for any business in Thailand, especially when there is strong encouragement and incentive for people to stay longer in the workforce. In the environment of talent shortage, it is crucial for any organisation to actively engage their employees across all generations especially Gen Y. The fact remains that the future of business is with the Gen Y and organisations need to understand that they are the leaders of tomorrow.”