Hard Work / Hard Play– A Case Study of Gen Y’s
At 28, Chris has a pretty good idea about how to work with Generation Y’s and is encouraged that the organisations executive team has made a conscious decision to develop a culture of teamwork, enjoyment and success.
They believe in hard work – hard play – or don’t they?
Over a coffee, Chris mentioned that Gen-Y’s worked hard, but they also played hard as well. Within our workplace, we (Generation Y’s) are encouraged to have our say and to make the most of our managers, and directors having an open-door policy.
This is because we want to be treated as individuals, but still want to be treated fairly across the workplace. Employees don’t believe in company loyalty, unless the company is loyal to them. Often its is hard work – hard play, especially when it comes to end of quarter, half yearly and end of year reporting.
Team dynamics is turning out to be one of Chris’s biggest challenges due to the sheer complexities involved in getting multiple teams of generation diversity to work well among themselves and alongside each other.
If you want happiness for a lifetime – help the next generation.
Chinese Proverb
Gen-Y Psyche – The 8 inner thoughts
These following statements typify the thoughts and actions of the emerging Gen-Y leader:
Flexibility is the key.
Unless I love the job – sure, I’ll be looking around.
If there is going to be a clash with the work-life, life wins.
Our senior managers hardly ever appear and it isn’t good for morale.
Age isn’t an issue, it’s just whether you can fit in and enjoy the people.
You have got to enjoy the people you work with – it’s a not-negotiable.
They get me involved in things even outside our area which is great – it keeps me sharp.
Their age doesn’t matter – I had an old manager once but he took time to get to know us.
The key to remaining relevant in changing times is ongoing training – remember training leads to retaining.
