New White Paper Recommends Managing Gen Y To Reduce Frustration at Work and Save Money On Turnover

Nov. 15, 2011 - PRLog -- Bridges LLC announces the newly released white paper, from author Tinker Barnett. Four generations of employees with differing values, attitudes and beliefs is one of the major changes in business today. Issues crop up that cause management uncertainty for how to act and stay in control. The Y Generation (Gen Y) is the most challenging for Traditionalist and Boomer business owners and managers. She argues that Traditionalist and Baby Boomer business owners and managers no longer need to experience frustration over employee situations that would not have occurred ten years ago. Understanding differences in generations has been shown to improve workplace relationships and even more so with Gen Y.

Gen Y characteristics relate to cheaper, faster communications, a volatile economy, and a global workforce. In spite of what they lack in soft skills and in knowledge for navigating the workplace, research shows Gen Y want to be your best employee, to learn, and to stay on the job. They are skilled at adapting to the present, mindful of the future, and are resilient when it comes to new processes that will help move a company forward. Gen Y values, attitudes and beliefs mirror broad changes for doing business and for staying competitive, something every business needs today.

Some business managers are not hiring Gen Y or expecting them to change as they grow up and in time, to assimilate what are fast becoming outdated business practices. Once companies understand and learn to manage Gen Yers, they can stay ahead of the rest in technological advances for doing business faster and better and in reinventing management in ways that develop and inspire all employees. This reduces workplace frustration and turnover costs. As Tinker argues, “Considering the three options for reducing employee costs - not hiring Gen Y, requiring them to adapt to business-as-usual, or understanding and managing their unique values - the latter has the greatest potential for company survival and positive cash flow.” Research shows that becoming cognizant of the expectations of the next generation is key for managing change.

What happens if business leaders are not open to accepting the unique aspects of Gen Yers at work?

Managers and coworkers will be at a loss for how to work with them.  One generation will blame another and teamwork will suffer. Many will not want to work there yet some will stay because they need a job and a greater percentage will be those who are unwilling to try anything new, even if required. The business brand will convey a message that its products and services are old-fashioned, and for old-fashioned people because that is what it will be. Customers will find they are unable to get the quality and latest version of product or service they shop for and cash flow will suffer as productivity and turn-around drag.

Here are 3 steps to begin to manage Gen Y and reduce frustration.

Step #1. Learn about the four generation workplace and how each generation differs then teach generational differences to all employees.  Lead them to discover their similarities, where their characteristics, skills and capabilities compliment each other, and how they can partner in projects work.

Step #2. Learn what benefits Gen Y brings to the company and the workplace. Mentor them for what they need to know and listen to them for what they have to give. Give them assignments that matter to the company and guide them to complete it successfully. Let them reverse-mentor those who need help with technology, adjusting to change, and being healthy and having fun at work.

Step #3. Give up resistance to change. Martin and Tulgan state that business owners and managers must update the work environment to adapt to, not the wants and needs of a new generation but, a “workplace revolution precipitated by globalization and technology“. With a Gen-fit for leadership, companies can create agile, dynamic workplaces that are prepared for change and competitiion.

These steps for reducing frustration at work and avoiding high Gen Y turnover are just part of a “how to hire and keep Gen Y employees on the job longer” solution.

The complete step-by-step solution is fully documented in a new white paper, “Workplace Frustration: How to Reduce It and Manage Generation Y For An Increase In Company Profits”. The report is available for immediate download at www.GenerationalDivideCoaching.com.

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Tinker Barnett has over 30 years of experience in employee supervision and mentoring young people. She is a member of Toastmasters International and Grand Junction Chamber of Commerce. Bridges LLC is headquartered in Grand Junction, Colorado, USA and has several other resources currently available at http://www.GenerationalDivideCoaching.com.