Soft Skills Ltd

Managing Generation Y

Theme: Creating A Work Environment That Enables Younger Non-Traditional Employees to Thrive
Course Duration: 2 Days

Program Overview:

Also known as Millennials and born between 1980 and 1995, Generation Y now constitutes up to 35% of the workforce. Like any group of people, you will find some difficult or impossible to manage, but with most, you’ll do just fine as long as you’re willing to work with their peculiarities.

Generation Y has different work requirements and expectations than their more conservative predecessors – the Gen Xers who manage them

This generation is often negatively and inaccurately classified as consisting of disenfranchised, antisocial technophiles with short attention spans and poor communication skills. Overall there is a consensus that Millennials have grown up in a very different environment to previous generations, they come to the workplace with different skills and lack some skills as well. Like previous generations they are motivated by different things however, they think differently about learning and development, they also have a different approach to work relationships. These differences when combined with all the recent advances in technology and communication suggests that there is a demand for new ways of working and learning.

An understanding of these differences will help managers to be effective and their Gen Y’s to flourish

Who Should Attend:

  • Human resource professionals
  • Managers
  • Supervisors
Key Learning Outcomes
  • Understand the effect of different management styles and learn how to flex your natural style to become more visionary and democratic.
  • Provide developmental opportunities. Gen Y employees respond well to being given access to continuous professional development programmes at an early stage in their career.
  • Promote coaching and mentoring. The sharing of talent between generations builds an environment of collaboration that Gen Y’s seek. Up-skilling existing managers so their coaching skills are highly developed and they can meet generation Y’s development needs should be a priority.
Course Content:

And the difference they introduce in the work place

For learning and development. Helping them identify opportunities to develop new skills. Working with their impatience, eagerness for new experiences, creating visible short-term goals and results they thrive on.

  • Multitasking
  • Flexibility and autonomy
  • Becoming results oriented rather than staying tied to an eight-hour office schedule
  • The attractiveness of the work itself
  • Friendly creative work environments
  • Inclusive decision making

Removing rigid protocols or displays of power

Role modeling rather than flexing authority

Professional prestige and the consistency of their actions

Making the organisation attractive with a strong culture and values that are in line with their own ideals and lifestyle

Work environment that means being part of something important rather than just making money

  • Need for approval
  • Addiction to peer recognition
  • Image management
  • Social Media Management
  • Taking advantage of their social and personal image building inclination for marketing
  • Leveraging on social media
Training Methodology:
  • Mini lectures
  • Role plays
  • Brain storming
  • Question and answer sessions
  • Video presentations
  • Practical group activities
  • Case studies