What Does Gen Y Want From Their Leaders?
January 14th, 2010 | 
Author: There has been a lot of attention placed on Gen Y workers and what they want from the workplace, how they work differently, how their expectations are different from previous generations. I’ve often considered that the focus on generational differences at work is a plot to keep consultants busy.
But yet I wonder; do the expectations that Gen Y have for their managers and leaders differ than mine? Or from any other generation’s?
My daughter and her husband are in the under-30 crowd. Both have already had a fair amount of experience with different workplaces and management styles. Recently after a lovely Sunday dinner together, I asked my daughter and her husband, “What do you want from your managers and leaders?“. Their answers:
Ask for our thoughts and listen to them. Ask us what we think. Listen to our ideas on what can be done to make the workplace run smoother, better, more efficiently. And then consider our answers and ask us to help make the workplace better.
Treat us the same way we treat you. We want to feel valued and respected. We`ll work harder and with more care if you care.
Be honest with us. Don`t try to snow us or pretend that you know something that you really don`t. When we need to know something, tell us ?€“ don`t hold back or think it`s irrelevant. We`d rather have more information than less.
Foster a culture that wants to keep employees. Make us feel as if we are important to the organization and that you want us to stay. Instead of assuming we are doing wrong, assume we`re doing right. We`re not slackers. We want to work hard and accomplish things. Coach and mentor us when we stray.
Hmm?€¦.this was a totally unscientific survey of (only) two darned bright (if I do say so myself) Gen Y’ers. Yet it begs a question: Do Gen Y workers want anything different from their leadership than any other generation? Your thoughts?
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13 Responses to “What Does Gen Y Want From Their Leaders?”
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Mary Jo, I agree with the four answers listed. What are your thoughts on individuals viewing themselves as a “consultant” for their organization? As personal branding and Social Media continue to evolve, will we reach a point in time where employees feel they are performing contracted work for their current organization? i.e. next month or next year employees may be performing contract work for another organization.
The point I’m stumbling around is this: Should Gen Y ask their managers and leaders to accept the premise that we may only be working for our leader’s organization for a short time, and to allow us to continually develop and promote ourselves for a future advancement either with the same organization or with another?
I apologize for the cloudiness of the question!
Thanks!
Kevin
Mary Jo,
I really don’t think there is any “new magic” to dealing with the Gen Ys or any other generation for that matter. In fact I suspect you are on to something and that is that enlisting common sense, compassion, respect and integrity in leadership never goes out of style.
Thanks for a great read!
Gwyn
Although I am not Gen-Y, Mary Jo, these ideas resonate with according to what I know from interacting with friends who ARE Gen-Y. Wonderful that you took the time to ask, and that your daughter and son in law shared their ideas. I am curious to know, though, if they feel that they GET what they want from leaders and managers or if they are frustrated by a lack of these qualities from the leaders they have worked with so far.
While it may not be scientific, it resonates with the science and experiences I have had as a leader the past thirty plus years. I have heard similar thoughts throughout both. I was reading a qualitative graduate study yesterday asking followers what they get from their leaders and it reflected similar views also, but the age range within the sample studied encompassed all age groups. Great Post!
Kevin, great questions to ponder! I’ve always believed that managers should support employees in growth, and if that means moving on to another organization or career, then it is the right thing to do. I would be concerned about a manager holding back on developing someone out of fear that they’ll develop right out of their current position. Can’t say if it is a good thing for someone to tell their manager they’ll only be working for their current manager/organization for a short time – depends on context.
Gwyn – I like that “respect” (and the other qualities) should never go out of style! After all, its part of being human (and a good leader).
Becky- like everyone, I’m willing to bet that my daughter and her husband have had managers who exhibit these qualities and others who don’t!
Dale, thanks for adding your experiences and information from the study.
While I agree with the points you’ve made, I’ve noticed one additional item that Gen Yers seem to want from their leaders. A Gen Yer would probably call it recognition for success accompanied by quick advancement. Others might call it impatience and an unwillingness to pay their dues. Either way it puts the Gen Xers in a difficult position between Boomers on one side and Yers nipping at our heals.
Agreed! Thanks for the feedback. I look forward to more posts regarding Gen Y and leadership.
Thanks!
Kevin
Great thoughts. I’d add two more (as a Millenial myself):
Create a meritocracy. We get so tired of being told we need to pay our dues. Experience is one thing, but seniority is just another form of nepotism.
Stop calling us trophy kids. We just played everybody wins little league, we didn’t make the rules.
db
Suzy, it seems you and David are close to being in agreement on the “quick advancement” item although you’ve stated it differently.
David, what effect do you think the later retirement of boomers (due to loss of retirement funds in the recession) will have on the ability for Gens X and Y to advance? I suspect there may be some slowing down of available slots for management positions.
Mary Jo,
In answer to your question at the end of the posting…I do not think they want something different BUT I do think they are willing to walk away if their expectations are not met
Hi Mary Jo,
I like your common-sense approach to this question and I agree with you: much more is made of the “intergenerational divide” than is warranted.
Your small focus-group’s responses make a lot of sense: essentially I hear them saying, “Support our development and help us to succeed.”
Further to that point, I’ve penned a few thoughts here that might be of interest: http://tmconsultancy.blogspot.com/2009/08/managing-millennials-6-steps-to-success.html
The article in a nutshell: I think managing “Millennials” (a.k.a. Generation Y) isn’t so different from managing everybody else…they’re just more forthright in asking for – and in some cases expecting – well-balanced and people-centred management practice.
In this short article I outline a 6-step process I use in my practice that will help to manage Gen Y – and everyone else in a team – to get the results you want.
tm
Perry, I certainly think your statement is true in regards to the Gen Y’ers I know.
Todd, you’ve given us hope for the future. Thanks for the link to your wonderful post!
I completely agree with your list. I would also go on to add that being thanked for my work is a huge factor as well. For the first time in my life I have a leader who truly appreciates what I do and she often times tell me so.
This doesn’t only resonate with Gen Y’ers. As a leader you will be much more respected by following this list too.
Thanks!
KLB