An internal coaching training programme for your organization’s retention and talent management systems.
In recent years, Asia has experienced slower economic growth, skyrocketing costs, skills shortages, and increasing
competition. Thus, labour productivity and efficiency of many Asian corporations and firms are threatened. Currently,
there is an estimate of 660 million Gen Y-ers in Asia. Generation Y has been perceived as the workforce of the future
and will be the next generation of leaders. Even though companies in Asia are able to attract Generation Y-ers,
retention has always been an inevitable problem as most Gen Y-ers thrive on change and would not stay on a job for
long once the excitement dissipates.
Importance of understanding Generation Y:
Generation Y has been entering the workforce since a decade ago and they are here to stay. The strategies used in
managing employees of older generations are not as effective for Generation Y (The GMP Group and Temasek
Polytechnic, 2009).
Strategies to Manage High Young Talent
Ways to motivate Generation Y (as cited from Carolyn A. Martin and Bruce Tulgan, 2001):
• Providing challenging work that really matters
• Balance clearly delegated assignments with freedom and flexibility.
• Offer increasing responsibility as a reward for accomplishments.
• Spend time getting to know staff members and their capabilities.
• Provide ongoing training and learning opportunities.
• Establish mentoring relationships.
• Create a comfortable, low stress environment.
• Allow some flexibility in scheduling.
• Focus on work, but be personable and have a sense of humor.
• Balance the roles of “boss” and “team player”.
• Treat Generation Y as colleagues, not as interns or “teenagers”
• Be respectful, call forth respect in return.
• Consistently provide constructive feedback.
• Reward Generation Y when they have accomplished a good job.
Ways to better manage Generation Y (Neubronner as cited in Lee, 2009):
• Discuss issues in a positive manner. Focus on the solution, not the problem.
"Gen Ys are not the enemy. Let their creativity help you solve the challenges."
• Reverse mentoring. Let Gen Y employees share their dreams and beliefs with the baby boomers and veterans at
work and show them what Gen Y can do so Gen X managers don't have to be caught in between.
• Understand that "not all change is bad". Instead of resisting change which will cause undue stress, managers need
to realise that traditional HR rewards and management styles need to be reassessed for each generation.
Customization
Programs are individually tailored through a detailed process that includes a pre-program questionnaire, interviews with
selected leaders/employees, and research into each client’s industry and issues. We review websites, ad campaigns,
recruiting brochures, and Hr systems for generational examples that will enhance learning. And if appropriate, we look
at similar organizations as a way of benchmarking.