Don't just react, adapt to new generations of workers

24 November 2009 8:35am

Employers should not react to "every whim" of the younger generation, but they cannot "hold fast to the old and expect emerging generations to conform" either, says social researcher and commentator Mark McCrindle.

In The ABC of XYZ McCrindle says when it comes to training and engaging young workers, employers must be prepared to accept generational differences and adapt accordingly.

McCrindle defines Generation Y as those born between 1980 and 1994 inclusively, while the "Zeds" will enter the workforce in the coming years. "These new workplace entrants have had two decades of cultural shaping and there's little an employer can do to change this," he says.

While employers "can't change the learning styles, work patterns and employment attitudes of an entire generation", they can seek to understand the nuances of each new generation, and use this understanding to ensure their training and motivational techniques are appropriate and effective.

Find out what motivates your staff

"Young workers are part of the world's most interactive generation," McCrindle says, but when it comes to engagement, the problem is not "the generation gap" but "a communication gap".

"Find out what motivates your staff," and bear in mind it will not necessarily be what motivates you; conduct surveys and one-to-one discussions, identify "individual needs and aspirations", and implement a "development plan" for each employee, he says.

It is also important to "think workmates not employees", he says. Young workers often cite "relationships with peers" as a significant influence in getting, or keeping, a job. "An environment where they can interact socially and work collaboratively is highly regarded by Gen Y-ers. So adopt strategies that encourage social interaction and relationship building," McCrindle says.

Consider "multi-modal" training

In a matter of decades, students' preferred learning style has shifted from being mainly auditory to visual and kinaesthetic, says McCrindle.

Today's students are active learners who favour interactive techniques such as on-the-job training. This means the boss should not only be "an expert" but "something of a coach and mentor" as well.

Younger employees have shorter attention spans but they are great at multi-tasking. Training should reflect this by being "multi-modal" says McCrindle. "By multi-modal we mean that facilitators need to constantly re-engage their audience - from discussion to talk to break - in order to keep their attention and, therefore, be effective," he says.

McCrindle says the four elements of effective training are:

Interest - In order to attract interest, "a point needs to be put in terms and concepts that make sense to the audience or that are of interest to them," he says. "It's not about telling it to them, but selling it to them".

Instruct - "The responsibility for the message rests with the communicator, not the listener," says McCrindle. Instruction must be concise and feedback should be sought to ensure each message has been received and understood.

Involve - "We are talking about a generation that doesn't want to sit and listen - they want to see and do." So before the audience starts to "drift off" the facilitator must get them involved.

Inspire - Finally, it is important to "impress the minds" of learners. McCrindle says trainers should not only consider what they want employees to know and do, but what they want them to feel. "Here the old adage holds true," he says: "They don't care how much you know - until they know how much you care."

If you have some HR news to share or would like to suggest a topic for an article, click here to email the editor.

2 comments | Comments closed

"Learning culture" vital in retaining high-calibre staff
Social networking sites under-used in grad recruitment
Younger workers more likely to leave, but can be enticed to return
Connect with Gen Y - improve thinking, not processes

Latest headlines

Advanced search

search for	from date

	to date