How do I manage the over-the-top expectations of my Gen-Y employees?
By Daneal Charney, Unleashing Your Generational Advantage and author of Hitting Stryde: An Early Career Survival Guide
Lately the same question keeps coming up with clients. How do I manage the over-the-top expectations of my Gen-Y employees?
Here is my 2 sense based on my own consulting experience and ongoing interviews with Gen-Y employees.
Firstly understand the generation you are dealing with. A generation who is twice as educated as previous generations and brings in-house expertise in everything from web 2.0 to change. They may have a lot to learn, but they also have a lot to give.
Secondly ensure that in the first month of onboarding, you ‘contract’ with your Gen-Y employees as to what they can expect. This should start with an open conversation where both sides express their needs and offering and end with a roadmap for the next six months.
This generation demands that we return more value on their assets (time, passions, skills, and knowledge) so make sure if your employee’s core job role is administrative, you create the flexibility for them to spend 20% of their time on committees, special projects, etc. that leverage their intellectual assets and passions.
Lastly create regular check-in points where you take 15 minutes to debrief their ‘highs’ to date, ‘lows’ to date, ‘issues’ to date and future plans. This investment of time has a high payoff – avoid the costs of turnover, create a pipeline of future leaders and enable you to better leverage your Gen-Y assets.
As with any high potential employee, open conversations regularly are key.
If you have not already checked out our latest Gen-Y survey results, click here.
Bea Fields is the President of 
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