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Guest post by: Robin Throckmorton Become an Author

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Have you finally realized that saying "because I said so" to that 20-something employee isn't working? Are you ready and really willing to listen and change what you do to more effectively manage your young workers? Then let's get started with some real solutions to managing the younger generation! Based on our research for our book "Bridging the Generation Gap", Linda Gravett, PhD, SPHR, CEQC and I have learned directly from interviews with 500 Gen Ys (born 1977 - 1991) how you can effectively manage them:

1. Respect: You need to demonstrate to the Gen Ys that you do respect them for the knowledge and skills they have. While they don't have years of experience, they do bring fresh ideas and technological skills to the workplace. Us "older folks" didn't grow up with the Internet, laptops in the classroom, cell phones, and all the other technological gadgets that exist today.
2. Communication: Our tendency is to communicate using the mode that was most common during our younger years. For example, Radio Babies and Baby Boomers often prefer face-to-face communications. While Gen Xers prefer email because it is in the moment and efficient. Gen Ys, on the other hand, tend to rely on instant messaging and text. Is one way really right or wrong? It depends on the situation. Coaching and explaining when to use each method and WHY is very beneficial, but don't forget that YOUR method may not always be the best.
3. Feedback: Yes, Gen Ys do like feedback...lots of it! They like it frequently, but sincerely. Don't get caught up in providing feedback just to provide it; make sure it is sincere. The need for frequency is definitely different than what older generations are used to - so it can be a challenge. For comparison, Radio Babies feel that just having a job is feedback. Baby Boomers feel that having an annual review, even if it isn't annual, is feedback. Gen Xers like feedback and need it a little more than annually, but it doesn't have to be constant.
4. Process: Gen Ys like to be given an assignment and have the freedom to figure out how to do it and ask questions if needed. Don't we all! But, often they feel they are treated like children that don't know how to do something and managers like to tell them step-by-step how to do it. If they are producing what you want in a timely manner, let them be. They will ask questions if they don't understand something; just focus on the output not the process!
5. Why?: Gen Ys are the "Y" generation, but some feel they should have been named the "why" generation. When asking them to do something, you might try providing the "why" as a reason - such as providing the business reason for doing something or explaining that it's value added, etc. Never say, "because I told you to!" If all else fails, always answer the question "why?".

That's it - 5 easy points! If you can implement some of these suggestions in your management style of Gen Ys you should start seeing a huge change in your workplace. But, if your arms are crossed and you didn't take note to any of these suggestions, good luck!

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