Generation Y employees - how to motivate them?

Service Business

Creating an effective incentive system depends on getting to know the values, beliefs and attitudes that are valued by employees. By learning more about the ways of spending free time, dreams and aspirations of employees, you can choose motivational incentives that will affect their motivation. Many employers have already noticed that young workers have slightly different needs and expectations than their older colleagues. The mere financial bonus and a clear career path do not contribute to increasing the productivity of the employed people. Should the entrepreneur pay attention to non-financial motivational factors? How should Generation Y employees be motivated?

Generation Y workers - who are they?

Generation Y are people born after the baby boom generation after World War II to 2001. Sociologists notice huge similarities in the way of spending free time, aspirations and cultural codes within this group of people, who are scattered all over the world. It might seem that young people in India have different expectations than young Poles. However, it turns out to be the most unified generation in the history of mankind. The spread of mass culture and the promotion of a life of prosperity as an ideal to strive for certainly contributed to this.

Employers belonging to the X generation, university staff and teachers of primary and secondary schools complain about the approach to life of people from generation Y. These are people who do not show a passion for learning, although on the other hand they notice the need to improve themselves in a chosen field. Nevertheless, the regularly declining level of general knowledge among the youth belonging to the Y generation has become a problem.

What are the workers of the Y generation?

People from Generation X and Y grew up in a completely different reality. Therefore, different systems of values ​​and needs are noticeable in representatives of both groups. For X, professional stabilization and the possibility of self-development were important. Financial incentives were a sufficient driving force to work more efficiently. For Y, on the other hand, it is more important to meet social needs, be a member of a coherent team, and flexible working hours.

Generation Y values ​​their free time. In 2013, PwC prepared a report which shows that 15% of men and 21% of women belonging to Ys would be willing to give part of their remuneration for the opportunity to work from home or more vacation days. These are not people who are willing to stay after hours at work, which may be a certain difficulty for the employer in running a business.

How they spend their free time workers of the Y generation? Most of all, these people are passionate about extreme sports and general physical activity. Most young people go to the gym, run, marathons, bike competitions, ski and snowboard. Y's willingly go abroad and learn about new cultures. They are curious about the world. They are looking for intense experiences. They want to share their experiences with friends through social networks, which have also become an integral part of their lives. They also play video games and participate in virtual tournaments. They set themselves new and ambitious goals. The amount of money accumulated was no longer the determinant of personal success. While professional achievements count for Y, it is also important to have a rich life experience.

How to motivate employees of the Y generation?

Employers should realize that people belonging to generation Y have completely different needs than employees from generation X. At some point in a company, it may be necessary to build separate incentive systems for each of these two groups of employees. Referring to the expectations of employees allows you to increase their efficiency for work.

Motivating employees from the Y generation takes place by means of:

  • frequent feedback - Y's like to be informed. They want to know what the results of their work are, what they did well and what they should still work on. They don't expect praise alone. They are aware of their flaws, so constructive criticism also motivates them to work more efficiently if they think it is right. Sometimes it is enough to say "Well done" to influence Y's motivation,

  • possibility of remote work / replacement of overtime for vacation days - do not introduce monetary motivation, since Ys are more interested in free time. Encourage employees to work more efficiently with more vacation days or the possibility of organizing their own working time and performing duties from home,

  • a good working atmosphere - people count, meeting the need for affiliation, and efficiency is supported by good interpersonal relations. It is necessary to ensure that the working environment is friendly and encourages people to perform their duties more effectively,

  • multitasking and deadline - employees of the Y generation work much more efficiently when they have a lot to do. They are able to organize themselves and perform all assigned duties. When there are few sentences and they are homogeneous, Y's will get bored, and this will result in worse results for them,

  • opportunities for personal development - offer participation in training so that employees can develop in a given field and increase their skills,

  • access to modern technologies - let employees experiment with new programs, tools and devices. Do not force them to write down their weekly meeting notes in paper notebooks. A tablet or notebook will also work as a storage medium,

  • company mission and vision - explain to employees why your company operates on the market and how the duties performed contribute to its competitive advantage. Try to identify the values ​​that are important to your company. Explain the motives for the action and the goal you are pursuing.