How To Win ‘Generation Y’ For
- 1. How to win ‘generation y’ for your company? What do those born in between 1980 and 1995 expect and how can we deliver even more than that? In 25 slides.
- 2. In a nutshell EARNING (GOOD) MONEY IS JUST AN ‘EXPECTED’ (it is a dissatisfier if not) Satisfiers are: Time (for themselves) Room for self development and growth The nature, even the sexy-ness of the company Loyalty to a company is not one of their values in life. They are loyal to themselves and their drive, motivation and satisfaction in life
- 3. It not about being better, faster, cheaper, better service, whatever... The new selling proposition, the added value is this: « Competition is ok, but we are different. Would you like to know our points of diffference and how they can be of value for you »
- 4. As a result: We (will have to) outsource what is not creative, because there is no added value in the non-creative procedsses of our businesses, only potential value-destruction
- 5. HIGH DEMANDS What competencies do we expect our people to have, if we have to focus on points of difference in the first place?
- 6. Creative and communcative core competencies is what we expect Creative thinker (there is NO box) Can cope with (over)flows of in- and external information: Can co-operate and communicate in- and outside the company and with all types of different cultures Can network and live and work in networks Can avoid stress Can say ‘no’ or has the talent to learn to say ‘no’
- 7. As a result We will be facing a shift from ‘hard’ core competencies to ‘soft’ competencies
- 8. Shifting from hard to soft values Hard Knowledge Routine Follow the rules Experience Specialisation Keep under controll stability Soft Learn Creativity Break the rules Innovation Generalisation Controll the chaos Be able to surprise
- 9. This is going to seriously shake up our traditional way of looking at businesses and employees The number of hours you work do not matter , they are no indication at all about the output of what we expect from you... It might be even better to have more free time, whenever, to score better on those soft values...
- 10. Again: outsource basic, non value processes A whole lot of daily routine processes do not matter anymore Outsource those And create room for creative projects And quite automatically soft values will find their way into the organisation
- 11. fitness Generation y will hop into university like we hop into the fitness, to be fit and keep fit
- 12. Simultanuous instead of linear We no longer first study and than work (the very moment you start working your knowledge is out-dated anyway) We work and keep studying (just-in-time-learning (jitl))
- 13. Open relationships It is of nu use to seek for a long term relationship with generation y Develop an open relationship and work –together- on a well defined projects that benefits both parties Maybe the relationship ends after this project, but it might as well be that sooner or later both parties meet again
- 14. Shift from ridgid structures to fluid flows Generation y people are the new nomads that dwell around with their laptops, gsm’s and blackberries without any fixed adress
- 15. As a result Companies will have to face the fact that they might have employees they hardly ever see, that you do not controll in ridgid structures like hours and workplace or whatever
- 16. As a result Teams will become fluid as it will no longer be clear as where one team ends and another starts both in time and place and function Networks will take the place of colleguaes
- 17. As a result Their will be no strict line anymore between work and life in time, place or function Do you know what a ‘guild master’ is?
- 18. flash companies Not only the structures of the company will become fluid, but the company as such too Companies will become projects in which business ideations become reality and they will end their existence once the project is finished
- 19. Forget ‘employees’ think ‘consultants’ BE prepared ‘ i will contact you if your company profile fits my needs and expectations’
- 20. consultants I have a talent to offer and to develop, if i can no longer deploy or develop that talent i shift companies. It is as simple as that.
- 21. As a result How will the employee-consultant as a supplier of talent and services act? The consultant wants to be the owner of the project from a to z. A job with no end-result perspective is a no-go.
- 22. Managers is an endangered species
- 23. Coaches are the new species We no longer need to know and understand the nature of the jobs of the people working ‘for you or your company’ We will no longer be able to tell people what (not) to do
- 24. Forget about the do’s and don’t’s We will be life(time)-coaches, because the coaching (remember the fluids and forget ridgid structures) will flow and shift from work to life and back
- 25. so...? Hey, don’t look at me in the end: adapt or generation y will take over or have they already?