If you are idle chick, you will served as soup - you will be chicken soup for someone's dinner. As more Gen Ys are supposed to join as workforce, it is very important that a leader understands the typical attributes of Gen Ys. There is a intelligent Gen Y in my team. He uses his mobile and says that I will send status report in SMS. I can hardly understand what he types and I am totally incompetent before his SMS English. After sending SMS, he justs laughs at me. But he completes his job well and inspires others with his workmanship.
It is not only life style that is different, the apporach towards work changes between Gen X and Gen Y. All intelligent and focussed Gen Ys aspire to become project managers within 5 years and the important point is that those people are willing to stretch. They look work as place to learn, they want their managers to be their mentors. In this scenario, one needs to exercise atmost care in spoting the talent and grooming it. This is unusually difficult because they expect to grow faster. For the modern day manager and particularly Gen X managers, it is going to difficult to keep up the pace with Gen Y's expectations. One needs to spot the talent and wait no time to delegate it to next level. Delegation has been there in dictionary and management books for a very long time but it is the time to put that into practice. Else, the leaders job will be difficult in handling Gen Ys.
The leader's job is to identify talent, delegate work and move on to take up something big. This has to be a never ending loop :-).
It is not only life style that is different, the apporach towards work changes between Gen X and Gen Y. All intelligent and focussed Gen Ys aspire to become project managers within 5 years and the important point is that those people are willing to stretch. They look work as place to learn, they want their managers to be their mentors. In this scenario, one needs to exercise atmost care in spoting the talent and grooming it. This is unusually difficult because they expect to grow faster. For the modern day manager and particularly Gen X managers, it is going to difficult to keep up the pace with Gen Y's expectations. One needs to spot the talent and wait no time to delegate it to next level. Delegation has been there in dictionary and management books for a very long time but it is the time to put that into practice. Else, the leaders job will be difficult in handling Gen Ys.
The leader's job is to identify talent, delegate work and move on to take up something big. This has to be a never ending loop :-).
