Tag Archives: Generation Y

Time for a new management culture?

This entry was posted in Articles, Working life and tagged , , , , on by Lynn.

Generation Y – a challenge for businesses and HR staff. What does the so-called Generation Y expect from businesses? What do businesses need to bear in mind for the future to ensure that they are seen as an “attractive” employer? 

people at work

According to Deloitte’s Graduate Survey, Generation Y are looking above all for job security, a work-life balance and career development. What kind of manager does that translate to?

Generation Y is usually defined as young people born after 1980. The list of the demands they make of future employers is indeed very long. But who says that only those under 35 are looking for new working models? There’s plenty of room for improvement in one of the most valuable areas of our lives.

Which models of new management culture will be implemented by which businesses remains to be seen. We’ve summarised the most interesting trends.

Trends in a new management culture for Generation Y

Job security:
Following the economic crisis, Generation Y is increasingly worried about job security. Interestingly, this is a trend which is more prevalent in females than males. The managers of the future will be able to reassure employees, and offer them either security or the opportunity to develop their skills to be prepared in case of downturn.

Internal Communication: With regard to comfortable working environments, Generation Y are known as wishing to be treated fairly, and place great value on considerate management. Arrogance and inconsiderateness are frowned upon, as are management figures in “frivolous clothing” or who interact in a chummy manner. As already mentioned, this generation loves its freedom but is also at times surprisingly conservative.  According to the Deloitte study, career development ranks more highly than financial opportunities for this generation. Our prediction: in future feedforward rather than feedback will be given and platforms that encourage cooperation within teams and the democratisation of information will be further developed. E-learning will also become increasingly important.

Private life: This generation is often seen as wanting the best of both worlds – work and play. First of all, however, it should be emphasised that these two areas of life can now merge together more than was the case for previous generations, although they should not be allowed to blend seamlessly.  Ideally, companies should be responsible for a general framework for a healthy working climate, and employees will generally be more open to having professional matters flow over into their private lives from time to time.

Flexible working: Work-life balance is old hat, just like feedback. To keep Generation Y content and motivated in the long term, businesses need to grant a greater degree of flexibility, freedom and autonomy.  Although still controversial now, many still foresee that sabbaticals, flexible working hours, part-time work, working from home and a more flexible working culture generally will have a determining influence on the workplaces of the future.working culture

How do you picture the perfect employer? What kind of qualities should management teams have and what kind of management culture do you prefer?

7th November: Bring in your parents day

This entry was posted in Articles, Working life and tagged , , , on by plabram.

On the 7th November, LinkedIn is presenting international event “Bring in your parents day” for the first time.

Do your parents struggle to come to grips with what it is you do all day? As one JobisJob team member bemoans, “I have tried time after time to explain to my Mum and Dad what it is I do at work, and they still don’t understand”.

He is not alone. In fact, a recent study shows that nearly half of UK parents don’t understand what their child does for a living.

LinkedIn's parent's day - badge

Bring your parents in to work

A solution could present itself in the form of new Bring in your parents day, instigated by LinkedIn. This event will see workplaces all over the world opening their doors to their employees’ parents, in a bid to help involve older generations in the working lives of their children. As one attendee of a trial Parent’s day in LinkedIn HQ in Dublin reported, she had no idea of how valued her daughter was at work.

As a “valuable part of [a] professional network”, bringing in parents is designed to help the workforce tap into the wisdom and experience this network can offer, and increase support for younger generations through increased understanding of their day-to-day lives.

Those who do not have a handy parent free to come along are invited to bring in a loved one or guardian (although LinkedIn warns that “this isn’t a day for bringing in kids”). Parents who are unable to attend can also be sent a report card.

“Bring in your parents day” comes at a time when new generations are increasingly looking to attain a work-life balance and in which the workplace is becoming increasingly informal and integrated with home lives. Current attendees include industry leaders Deutsche Bank, Mindjet, Edelman, Logitech, Starcom MediaVest Group and Trulia.

Most misunderstood job titles

According to Opinium Research, the job titles which are most frequently misunderstood by UK parents include:

  1. UI Designer (82%)
  2. Data scientist (63%)
  3. Social media manager (59%)
  4. Actuary (59%)
  5. Sociologist (53%)
  6. Sub editor (51%)
  7. PR manager (42%)
  8. Investment banker (41%)
  9. Radio producer (39%)
  10. Software developer (34%)

Will you be bringing your parents in to work this 7th November? Don’t forget to let us know how it goes. For information on how to get involved, visit the official Bring in your parents site.