Category Archives: Gen Y

What do Generation Y Want?

Flexibility, responsibility and the opportunity to grow: here is the lowdown on what Gen Y wants.

Flexibility- The millennial generation were the first to have grown up with the internet, and so have an organic ability to adapt to different modes of technology. Young workers are realising that with the aid of just a laptop and a smartphone, they are able to work efficiently while connecting with clients all over the world. To the younger generation, being tied to an office is less appealing that the possibility of working from home, or anywhere else!



Responsibility- We’re all familiar with the damaging stereotypes which present ‘Generation Y’ as a lazy, irresponsible bunch.


However,  society’s prejudices mean that increasingly, Generation Y are keen to react against stereotypes by displaying their responsibility and willingness to take control. Just look at this list of some of the most successful young entrepreneurs and CEOS.



To feel that they are making a difference- Generation Y values charity work and the role of non-profit organisations in society. More than the baby-boomers, Generation Y enjoy seeing the direct impact of their charitable donations. This idea also applies to work. Given the chance, millennial workers will be keen to work hard, in order to see for themselves the positive effect of their work on the company they work for.

Opportunity to Grow- Perhaps more than previous generations, Generation Y are keen to boost their employability through personal development. This means that they are often more than willing to expand on their skillset, which will ultimately benefit your business.


Positive Affirmation- Generation Y are easy to motivate so long as you value and reaffirm the work that they do. This can work to a company’s advantage, as younger workers are less concerned with bonuses and monetary gain than they are with feeling valued and receiving adequate recognition within the workplace. Also, millennial workers are more likely to be loyal if they feel that they are appreciated.

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5 Reasons Why ‘Generation Y’ make Good Employees, by a Real-Life Millennial

In this controversial lecture, clinical psychologist Meg Jay argues that young people today should be doing more to ‘claim’ their 20s, rather than delaying their ambitions and procrastinating until they reach the big 3-0. While Jay makes some good points, encouraging 20-somethings to invest in ‘identity capital’, the overall impression that she gives is that the majority of young people today have little idea as to what they want to do with their lives, or how to go about achieving their aims. This is nothing new, yet opinions such as these do little to help salvage the reputation of ‘Generation Y’ in the media.

Here are just a few of many reasons why ‘Generation Y’ workers can be extremely beneficial to employees:

1: They are in touch with reality.

Millennials always seem to be getting bad press, but the truth is that they are actually very aware of their less-than-glowing reputation in the Western media, and the criticisms that they are constantly barraged with. Millennials know about society’s negative preconceptions of ‘Generation Y’ as a group of spoilt, entitled ‘kidults’, lacking in both life experience and a solid work ethic. The result is that millennials have to work hard to prove that these negative stereotypes are not an accurate reflection of most young workers.

2. They are designed to multitask

Studying at a university nowadays is a different experience to what it was twenty years ago. Now, there is an increasing emphasis on the importance of versatility in graduates. Internships are on the rise, and learning to successfully combine academic study with a vocational internship is a great way for undergraduates to boost their multitasking abilities. Perhaps more than any other demographic, millennials are skilled at switching between multiple tasks with ease.

They come with a strong set of personal values

3. Millennial are not as concerned as previous generations with the benefits of financial security, but instead aim to focus their energies on work that they enjoy and believe in. Arguably, millennials don’t work less hard, but simply have different priorities to their 20th century forebears. The world has changed and now a fulfilling and challenging career is what the younger generations strive for, rather than one lifelong career which comes with guaranteed financial stability.

Social Media know-how is almost an innate ability!

4. Gen Y, the ‘social media generation’ grew up posting on Myspace and Bebo. They have since moved on to Facebook, Twitter, Tumblr and other blogging platforms. For ‘Gen Y’, social media savoir-faire comes as part of the package. In 2014 we can expect more millennials to latch onto social networking sites like LinkedIn, in order to boost their connections. The way we network has shifted, and ‘Generation Y’ will be at the forefront of this development.

Millennials have the ability to be flexible in a rapidly-changing world

5. It’s no secret that the world of work is changing in favour of flexible hours, telecommuting, freelance work and part-time posts. Millennials will learn use this to their advantage. The future of work will be time-efficient and results-focused, and ‘Generation Y’ have the ability to move with the times, and even thrive in the era of the Flexible Revolution.


Millennials see the reality-Steady jobs are the booby prize!


This generation — roughly those born from 1980 to 2000 — may be self-absorbed, but they aren’t lazy. They came of age during one of the worst economic crashes in history, in an era where no job is secure and the education system is no longer delivering in the way it should, among other huge shifts. And they’ve adapted incredibly.

Conventional wisdom says Millennials want it both ways – they want to make money and keep their flexible lifestyles intact.

How dare you, Millennial ingrates? How dare you want to keep your life whole and earn an income, too?

The problem with Millennials is that their jaundiced-beyond-their-years view of the traditional working world shines a light on what’s broken in the corporate and institutional working world.

Millennials saw their parents’ security blanket vanish overnight, when that blanket was the semi-promise of long-term employment with one employer. Anyone still clinging to the idea that he or she will retire from his or her current employer needs to wake up and smell the talent-market coffee. That world is gone.

Millennials see the reality. They’re adjusting their career plans accordingly. Who would tell a kid to climb onto the corporate treadmill when so many have been thrust so violently off it without warning? You’d have to be crazy to follow the Mad Men-era Corporate Ladder path when the fabric of full-time employment has frayed so badly, right in front of Millennial babies’ eyes.

The problem with Millennials is that their career expectations challenge the rest of us to acknowledge that the emperor of lifetime employment has no clothes.

After that “Aha!” moment the next question is “So why am I killing myself in this job?”

Millennials who set their own boundaries are role models for their calcified elders. We can learn from the kids who say things at work like “I don’t understand the logic behind that policy. It doesn’t seem to make sense.”

The Millennial appetite to reinvent crusty systems for a human-powered era is exactly what our organisations need. Can we build Human Workplaces that will use the powerful fuel Millennials bring? Can we break enough frames to add their young voices to the symphonies we’re composing?

Work needs to be re-invented for people. This is happening and Millennials are helping to guide the battle bruised corporate veterans and their crusty systems into the ‘new world’ of work. is on a mission to ‘Make work…work’.

We are helping people to get jobs with organisations that deserve their talents, and we help employers re-imagine their recruiting and leadership practices to snag and hang onto amazing people.

(The truth about Millennials- Liz Ryan)

Business Needs To ‘get down’ with Gen Y

Technology is creating opportunities for new forms of collaboration, changing not only where we work from, but how we work, and who we work with.  The way companies do business with other companies and people in different time zones demands flexibility and agility.  No one group grasps this concept more than ‘Generation Y’.

This group are the first regiment who have grown up within a connected world of social platforms and sophisticated devices-these Gen Y’ers are intimately connected to a new online ecosystem. The social habits and behaviours of this generation differ substantially from generations before them.  They are accustomed to rapid change, this generation will vent their frustration when confronted with the inflexibility of traditional businesses, or the inertia of a job that lacks upward mobility. A survey by Cisco reported that 45% of Gen Y employees would accept a lower paying job if it provided more flexibility (A future of work report, 2012).

Business needs to to listen to the expectations of Generation Y as they make up approximately 50% of the current workforce. This number will continue to grow and then make way for Gen Z, which will expect more ‘virtual working’, greater collaborative space and increased flexibility in working hours/location. By encompassing their expectations business will stay competitive in the global marketplace and help prevent a further talent drain in the UK.