Team Building Tips

In the year 2012, it is estimated that “Gen Y” will represent over 50% of the workforce in America, which now accounts for 31%. People born after 1980 will be the driving force behind business.  Yes, that’s right.  These youngsters with I-pods, I-phones, wearing $500 jeans and drinking $4.95 cups of coffee will be answering our phones, processing orders, selling securities, tending deli counters, teaching children, driving buses, treating illness and so on.  This technology savvy group will replace a large chunk of Boomers (people born 1946 – 1964), who currently make up the main workforce with a 45% representation and are about to retire.

There are already many people alarmed about this major shift.  For the past 20 years, the Boomer Generation has been the majority work force in America and responsible for the views, ethics and leadership at work.  Although it is not a cause for alarm, it is a cause for concern and preparation.

There is a smile on my face when I think that the Gen Y is about to give the Boomers a taste of their own medicine.  Just ask the “Mature” Generation (People born between 1900 – 1945) who preceded the boomers.  The boomers, known for their rebellious ideas and behaviors drove the “Mature” Generation crazy. And the Gen Y is already giving the boomers lots of gray hair.

So what’s so unique about this group?
The Generation Y should really be renamed Gen “I” for “Instant Generation”.  They live for instant message, instant news, instant games, instant communication, instant e-mail, instant media, speed dating and etc. Basically they expect instant gratification in every way.

Gen Y is a generation that needs to stay connected.  They are multi-taskers, environmentally responsible, worldly, technical, and educated and have a hard time functioning outside of teams and group situations.  Even if they do work independently, they need to feel that they are a member of a community or team.

Gen Y is also a generation hooked on make-believe “Reality” TV.  They demand instant recognition and require constant reward for any effort – large or small.  This is a generation not willing to wait for the fruit of their labors to blossom.  Unfulfilled “Y’s” will jump from job to job where employers are unable or unwilling to give them the instant gratification  - money, status or freedom - they are looking for and believe they deserve.  This doesn’t mean that this generation is superficial or money hungry.  They just feel entitled based on their education, smarts or potential and the dynamics of their generational upbringing.

Here are some suggestions to motivate and win over the hearts and minds of this “instant” orientated workforce:

1. Post your jobs electronically.  Be creative.  Use YouTube, Myspace, Blogs, Message Boards, etc.

2. Keep up with the latest technology.  Blackberries, virtual offices, wireless spaces, e-conferences, text messages, web-casts, etc.

3. Include them in the decision making process.  Listen, listen and then listen again.  This generation can tap into multiple market segments and create or identify the next big gadget or trend.

4. Teach them to socially connect with people.  Get them to participate in small high functioning teams.  These people can express their deepest thoughts online to strangers and feel awkward doing so in person or with someone they work with face to face. Assessments such as Myers Briggs Type Indicator (MBTI) can teach them about their in born preferences, communication styles and teamwork.

5. Be honest and deliver what you promise.  This generation will respect the people/products they trust.  Broken promises may cost you beyond your expectations.  You may see your company name or product reputation damaged via anonymous blog or message board postings.  They are also forgiving of people who admit they made a mistake.

6. Be flexible about career progression.  One size doesn’t fit all with this generation.  You cannot promote everyone on the third week of the job, but you can speed up the process for brilliant individuals.  Having a clear and challenging career path will decrease turnover rates.

7. Respect personal time.  These are individuals who will travel miles and plan months in advance to see a Maroon concert.  Do not expect them to give up their personal interests for overtime or last minute business that you didn’t anticipate.  Also, 9 to 5 schedules and two weeks vacations don’t belong in their agendas.  This group will work the hours to get the job done and take the vacation time needed to reflect their life style even if without pay.

8.  Develop young talents to mentor and develop other younger talents.  This is a unique generation quite different from the prior two generations (Gen X and Boomers).  These two prior generations may not be as accepting and understanding of the uniqueness of Gen Y.

9. Educate staff on generational clashes.  Some people are still skeptical about the values and attitudes that shape an individual and a generation. All generations have strengths and they all can contribute to the success of the company.

Ana Barreto, MBA, President of Blue Hudson Group, a Marketing Consulting Company, specialized in Sales & Marketing Training, Myers Briggs Type Indicator Assessment, and Women Leadership Training. Ms. Barreto is a 20 year veteran in the Hospitality Industry and has worked for top industry leaders.  To access more original content and to learn how Blue Hudson Group can help you meet the challenges of business in the new millennium, please visit us at http://www.bluehudsongroup.com