At a focus group on Gen Y leadership this summer we heard from a group of HIPO Gen Yers and the people who manage them.
Next Gen Leaders
“I am only utilizing 25% of my skills in my current job which is really de-motivating. My job is highly administrative and makes me feel like I make no difference.”
“I am constantly wondering…is this it? If I stay here, am I pigeonholing myself? I have been told I will have 10 careers in my life-time…does this mean it is time to move on?”
Managers of Gen Y
“I wish our 20-something employees understood how to build a business case, had more patience, and knew how to self-gratify”
“How do I meet their unreasonable demands for communication and moving upward?”
Closing the Expectation Gap
In mid-October, we presented to a group of organizations on how to close the gap between what Gen Y employees want and what organizations offer. More presentation details…
The bad news is that most organizations (even the top 50 best employers) are still losing their 20-somethings as fast as they get them. The good news is there are simple and practical ways that organizations can begin to engage + retain this new generation of leaders. We work with our client to create better not best practices that fit the needs of their young generation of leaders.
Beneath all the complexity, our next generation of leaders want a meaningful work experience. They want three things in particular:
- To learn every day, on-demand and on the job
- To have their skills, knowledge and interests utilized
- To make a difference
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Continuing the Discussion