Logged in to all the social networking sites (Facebook, Twitter, LinkedIn, etc.) and slowly dominating the workforce, the newest generation of tech-savvy employees, who are 28 years old and younger, has been dubbed “Generation Y.” Employers face unique challenges and often need to take a new perspective on ways to manage and recruit members of this generation.
Among the many differences of this generation, one that is most prominent is their desire to balance their careers with their social lives. Generation Y has been commonly misunderstood to be a group of “underperformers” simply because of their desire have more flexible schedules, instead of the typical nine to five.
Generally, Generation Y prefers having independence in free medicine without a prescription their decision making. These individuals often ask “why?” due to their desire to understand their overall impact on the organization and how they can contribute to the success of the business. They learn better by trial-and error and would rather not be told “how” to do something.
Members of this group have a genuine interest in their career path, and if they don’t feel like they are given enough opportunity to grow, learn, and develop themselves professionally, they will often leave an organization.