Career and Generation “Y”
What is it and how it changes the status quo of our working life. Employer-worker relationship and work in general have suffered quite a lot in recent years due to developments in the wider socio-economic environment. This has prompted many of us who are directly involved in employment to put the new data into the microscope, including even employees, performance issues, productivity, etc.
However, to be able to talk in realistic terms, we must be able to deal with the problems that exist today in the workplace, but at the same time listen to what awaits us tomorrow. And tomorrow is Generation “Y”, which is already dynamically entering the workplace and as time passes it will evolve professionally more and more.
With this research, we wanted to give a voice to tomorrow’s colleagues and colleagues that we all will have. Our aim was to look at what criteria they intend to build their professional careers, how they will evaluate their prospective employers and which companies they would like to work for.
The generation with most nicknames: The findings are many and interesting. Trying to outline this generation, one finds out that it is the first generation in history to have so many nicknames. Yers, Milenials, Echo-Boomers, Net Generation. And each one of them has its meaning. Yers want to know why, deepen, focus on the causes to find a solution to the problem.
They are also called Echo-Boomers because they are the largest generation after Baby Boomers and Net Generation because they are networked everywhere and technologically more skilled than any other generation. We see it around us already. They are new professionals, smart and dynamic. Equipped as lobsters with BlackBerrys, laptops, tablets and other devices, Generation “Y” is plugged in 24 hours a day, 7 days a week and lives among us.
Yers want mobility in their work, upload and upload photos at Instagram at the time of work, but at the same time they perform on average more than any other generation. They are networked not just because it requires work but because they grew up and live in technology. So they communicate, in this way they are expressed, they buy and there they consume.
They want to work a lot but do not want the job to be their life. It is the generation that will run teams with older age subordinates and will be promoted professionally faster and easier. They are willing to work hard but they also have demands. And these requirements are described, through research, by 80% of respondents in a working environment with ethos and in-house education. Here is the strong corporate culture, innovation and the company’s interest in the environment.
Over 70% of young people think that corporate image is an important factor in choosing an employer. Super brands have always benefited as employers from this fact. Everyone would ideally want to work for Google or Apple. Only now will all companies have to prove that beyond a strong brand name they are indeed ideal employers.
Yers are ready to change course at any given time, they will be the most creative core in a business as long as they are given opportunities to evolve. They will not stay in a company for ten years stagnant. It will not always keep the big brand if they see that they are being challenged elsewhere. They may even try their own start-up scheme, as we have seen in recent years.
Adaptability: The most important thing is in a word. Adaptability. Generation “Y” adapts to the environment and its changes faster than any other generation and that’s the key today. It is the generation that no longer wants stereotypes in the workplace or command-and-control schemes, and emulates working attitudes and attitudes of life. She is responsible for the career and success of her career. Every failure is seen as a chance for Yers to try again. This in itself is decisive.
Echo-Boomers will not place their professional development on their Manager but will constantly try to create opportunities for themselves to develop their professional status quo, networking within and outside organizations, engage in new workplaces and to develop new collaborations.
Do not underestimate them or ignore them. It is the generation that has entered the workplace with the most qualifications from each other and has already been hit hard by the crisis that weakens young youth employment. With the first signs of recovery, changes will be more and more obvious. The generation with Peter Pan syndrome (due to the crisis fails to give up the family home early) brings with it gifts that nobody should be afraid of. Along with the crisis and what we learn, we are able to reorganize and adapt to the new facts. Employees and employers.
Challenge to Attract and Maintain Talents: In terms of Human Resource Management, some general guidelines emerging from the research are about the importance of both attracting and retaining and developing new employees. In terms of attracting new talent, they should systematically promote the learning and career development opportunities offered by their organization.
Have corporate image management properly by viewing company results and the company’s good name and reputation. Emphasize the candidate’s match with the organization’s values ??and promote the company’s culture of ‘job security’.
In terms of conservation and development, emphasis should be placed on designing challenging projects, on the existence of scheduling and career development systems with active participation of young people in its design, encouraging participation in cross-thematic projects, creating career paths, vertical and horizontal means in the company, as well as work-life balance programs.
Generation “Y”, to the surprise of many, places great emphasis on moral values, so let’s not figure out how it comes to cancel anything old or established. But it comes to question it and change it for the better where it is needed. Every organization will now have to adapt to welcome a promising generation, at a time when it lags and develops it by creating and enhancing the working environment for the benefit of all.