How to collaborate and manage tasks at work with Generation Y

Some time ago we, as a society, decided to refer to people born in a given time frame by particular names: baby boomers, generation X, Y and Z. Each generation has characteristics peculiar to it and, of course, each is different from the other. In life, however, all generations "collide" with each other, whether in the professional or personal field, and their representatives are, as it were, forced to cooperate. Often generational differences lead to misunderstandings between their representatives. To avoid them it is worthwhile to understand each other, get to know each other - so that life is easier and more pleasant. Each representative of a generation has something valuable to share, so why not take such cooperation as an opportunity for self-development and learning?

For a good few years now, representatives of Generation Y, who are also referred to as millenials, have been on the labor market or are just beginning to enter it. These people were born between 1985 and 1999. Generation Y is said to be ambitious, creative and open to new tasks. In general, this is an educated generation and aware of their capabilities - not only material, developmental, but also mental, so they often expect a satisfactory salary and that the employer will invest in their professional development.

Chip Espinoza, an American expert on generational differences, has created an image of millenials present in the minds of executives: they want to maintain autonomy, they make claims, they present a defensive attitude... several of the characteristics with which millenials are associated may cause concern among executives, since their work style and views are often different from those of the younger generation. However, the fact is that it is the representatives of Generation Y that are becoming the backbone of most companies, so it makes sense to adapt your management style to the needs of millenials. And here comes the crucial question, how to cooperate and manage tasks at work with the new generation Y?

Development is needed

Stagnation or routine can deprive millenials of a sense of meaningful work. Development and self-improvement is something that most young people are driven by today. The labor market also often changes its needs, presenting us with new challenges. "Older generation Xs" who currently occupy management levels must not be afraid of change and should be just as eager to face the new. So, if you are in charge of a young team, remember: development has a positive effect on both business and people - new interesting projects, training and coaching will certainly keep the millenials in your company.

Take care of the climate and good atmosphere at work.

It is definitely more pleasant to come to work where relations between employees are good - representatives of every generation will probably confirm this. Management should therefore try to make sure that every employee feels a sense of belonging to the group and that they feel important.

In addition, according to a survey conducted by Deloitte, only 33% of young employees declare resistance to stress - this knowledge can also encourage the staff to introduce a good atmosphere, because, after all, work without stress brings much better results.

Work awareness

It's important for young employees to know why they are given tasks, and they should also know the effect of those tasks. Clearly defined tasks and their goals are the key to success. Therefore, it is worth having open conversations (not necessarily just to convey a specific message), so young employees will learn the importance of information flow in the company.

Work-life balance

That is, separating work from personal life. This is a point that older generations should learn from the young - rest is just as important work. A rested mind functions better, so it is worthwhile to indulge in your hobbies in your free time, devote time to your family. Therefore, it is worth respecting leisure time, your own as well as that of your employees.

Appreciation is also important

Concrete and constructive feedback is very valuable for the younger generation. Due to the speed of today's world, the youngest millenials are increasingly critical of their competence, despite the fact that they have it - often at a high level. Older seniority should therefore appreciate efforts and not be afraid to use praise. The fear may stem from the belief that younger employees will settle on their laurels, but getting to know the new generation will help them understand that a good word can uplift and give a decent motivational kick.