Generation Y: How to Retain Them - Part I of VIII
Today’s new employees are clearly a new generation. Often referred to as Generation Y, Millennials and Echo Boomers (all three of these terms will be used interchangeably throughout this series of blog articles), this rapidly growing group of workers comes to employers not only with high expectations, but with high performance capabilities as well. These new employees are the children of Baby Boomers – those born right after World War II. The term Echo Boomers stems from the large of number of children born between the years 1977 and 1998 – an echo of the large number of children born between the years of 1946 and 1964. These Echo Boomers are eager to learn and impatient to gain levels of responsibility that in the eras of Baby Boomers and Generation X would have taken either several years or hundreds of hours of dedicated hard work to achieve.
Too often, Generation Y employees find themselves making career choices based on how much they owe on student loans, rather than what best matches their skills and education. Finding jobs that are compatible with their personal lives is another desire of Millennial employees. They’re not only interested in having time off for leisure, but for community service activities, too.
Purpose
The purpose of this series of eight blog entries and accompanying free best practices white paper is to help employers understand this dichotomous workforce that is teamwork oriented yet independent. They have positive, can-do attitudes and a level of institutional thrust that can be parlayed into employer loyalty with the right mix of discipline and autonomy.
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