They will point out inefficient processes and technology.

Many of the corporations I have worked with talk about how difficult it is to hire for entry-level positions, because young workers demand the latest technological tools. Well, duh! Maybe the problem is not with the kids who are “spoiled” with tools like google docs, skype and wordpress, but with the old mainframe and legacy systems employees are often forced to use. It’s another opportunity to learn something positive from the Millennials.

Like Scott:
Most of David’s assumptions about their behavior has little to do with their “cultural milieu” but with the fact that they are young and idealistic; as we all were. They haven’t yet had the crap kicked out of them in the work place. They haven’t yet learned the value of modifying or manipulating their behavior.
For some reason we have got into the notion that we have to lead by the “fear me” and “because I said so” mentality!! I am all for modifying and manipulating your behavior, but not by getting the crap kicked out of you so you have terrible memories rather then amazing learning experiences. Scott really contradicts himself, why do we have to conform too many people have a cardboard frame of mind. When becoming a leader you do have to take a different approach for not only your younger individuals, but every individual. Corporations are consistently utilizing outdated methods of management and corporate structure. Leading by respect and a mutual feeling of trust, I don’t want some old lonely man telling me I have to take emotional abuse from some vengeful manager so that my edges will be rounded off!

Second, I think it is very dangerous to say that Millennials are just demanding changes such as flextime because they were raised to speak up or it appeals to them. Instead we must realize that Millennials are asking for these changes because the old system of management and business has failed. Rigid, hierarchical corporations have increasingly become more irrelevant in a fast paced, innovation heavy, global environment.

I believe Millennials understand that the work day no longer exists in the box of 9 to 5, Monday to Friday, and as a result are asking for changes like flextime to help both their own and their company’s productivity. Corporations unfortunately been (in general) resistant to the communication mediums, management structures, and lifestyle approaches that many Gen Ys support. One only needs to look at the Post Office stopping mail on Saturdays shows to see how communicating by letter is dying and the old system is being replaced by a new, more networked, instant one.

I have to agree almost entirely with Mr. Lee’s post. Millennials do offer honest feedback, and provide a willing group to test new changes for the overall organization. There is an incredible movement beginning among progressive companies who are starting to adopt new management structures. One such program is a Results Only Work Environment (ROWE) championed by Best Buy. The system they have created allows workers to set their own schedules, makes meetings optional, and evaluates employees only on their results and not time spent in the office. The results have been staggering, and Best Buy has expanded the program outside of its corporate headquarters to even their hourly workers. They saved over $3 Million in and increased productivity among ROWE teams by 41%.

Finally, multiple surveys show that American workers are only productive 33% of the time. This lack of engagement costs companies in the US alone almost $360 billion. Imagine if through the new systems proposed by the younger generation we could increase productivity by even 5%, the benefits to the company’s bottom line would be enormous.

It can be said that in every generation good things and bad things can be said. And yes there are those individuals in this generation do not believe in greed but on relationships rather than career building….but there are those who frankly do not believe in working and collaborating other people and focusing on themselves……(This generation is the me generation that has spent it time in front of Computers)

This self centred attitude will cause problems and cause conflicts ….cooperation, friendship and empathy are desired goals in every society….We are catering too much to this group and creating conflicts with other groups without taking into account the needs of other generation.

Certainly companies are aware that other generations are not pulling their weight…..but these companies are not firing these people for fear of reprisal…then again..it is easier to take advantage of younger employees due to shorter tenure…..making false promises…etc……I certainly dont believe anyone should put up with corporate nonsense…I encourage all employees to speak up…including those with no children….who are being taken advantage of……fairness for all is the key…not special treatment for one group..INCOMPLETE ARTICLE

Fair questions (see, no passion :-))

If a company just “gives Gen Y whatever they want to keep them happy” then they’re making a big mistake. Changes that companies carefully decide to implement must first be smart business decisions within the culture and succesful company model, and next also be good for other generations in their workforce. As Mr. Lee explains so nicely and I completely agree, much (not all, but much) of what is important to Gen Y in a job/career is also important to others – and has always been important to others. But most of us didn’t “insist” as Gen Y’s do. We were raised differently.

For example, flex time is very important and appealing to most of the workforce (even though it can truly make for a more complex management challenge.) Companies who implement flex time thoughtfully and effectively, will likely find their Gen Y’s happier and more engaged. They will also find other generations happier and more engaged. I’d venture to guess that they’ll probably find their staff working longer and smarter as well.

So that change which caters to Gen Y’s can be good for business and not just bitter medicine. Those are the Gen Y driven changes that businesses should focus on.

Here goes: Is there too much emphasis on catering to the wants of the newest (and largest by the way) wave of people entering the workforce and thus a loss of focus on the needs of the business?

From an HR or management perspective, no matter what decade, young people require a different approach and a different type of understanding. I think what the young employee (of any generation) brings to the work place is a fresh perspective. Their edges haven’t been rounded off by organizations who benefit from conformity. That’s were you can learn something.

Scott Reid

This article also excites me as my next endeavor is to introduce and roll out an EMPLOYEE ADVOCACY program. This is the type of ammunition I need. Thank you and God bless the Millennials and their need and drive for attention, speaking their mind and demanding more out of life! If we could indoctrinate this type of thinking into the general public, maybe we could wipe out all this BS in Washington and get something done for once!

A fan,

Michael Wiley