This Generation Gap

The generation born between 1985 -1997, known as generation Y, or the “Millennials,” will form 50% of the workforce by 2020 and 75% by 2025. Hence, organisations must understand the specific expectations of the young people composing this new generation: they are committed to companies whose purpose of being they share; they enjoy working in teams, having fun, and communities; they want to play an active role in creating their own growth chart and no they would not be loyal to organisations and dream of creating their own start-up.

Are we ready for them ? I work with some of them and here is what I have gathered and understood.

There are some very major generational differences

A.The motivation factors are different, Seniors are operating from the mindset of recognition, appreciation from peers, boss and seniors; while the Gen Y is going to go ahead and pat them selves on the back and promote their own achievements. There is no waiting for others to applaud them, yeah they can join them while they sing their own anthem.

B. In the age of AI, Career path is going to be thing of the past, as there will be continuous learning. There is be no defined career, which will have a major impact on some of the HR functions, esp PMS, L&D programs, Comp bench marking and grade structures. Curiosity , swiftness and agility will be the key.

C . This will be a truly global workforce, with less impact of local culture.There will be this totally different continent occupied by the Millennials, hence HR policies will become uniform and global.

D. Personal Development is more important than Grade, Title, career plan. Need to have robust Learning forums,projects to learn together, realizing personal aspirations. Job definitions or descriptions will become fewer and less complex.

With all this, HR will have a to play a transformational role, and lot of learning and unlearning to do, most importantly start operating from the generation Y mindset to be truly ready for them.