How to cooperate and manage tasks at work with the new generation Y

Some time ago we, as a society, decided to name individuals born in a given time frame: baby boomers, generation X, Y and Z. Each generation has its own characteristics and of course, differences. In life, however, all generations "collide" with each other, whether in the professional or personal field and their representatives are somehow forced to cooperate. Often, generational differences lead to confusion between their representatives. To avoid them, we should get to know and understand each- to make life easier and more pleasant. Each representative of a given generation has something valuable to convey, so why not take such cooperation as an opportunity for self-development and learning?

For several good years, representatives of generation Y, also known as millenials, are present on a labour market. These people were born in 1985-1999. Generation Y is said to be ambitious, creative, open to new tasks. Generally, this generation is well-educated and aware of their capabilities- not only material and developmental ones but also psychological, so they often expect a satisfactory pay and that the employer will invest in their professional development.

Chip Espinoza, an American expert in the field of generational differences, created a picture of millenials which is present in the minds of executives: they want to maintain autonomy, make claims, present a defensive attitude… several features associated with millennials may raise concerns among management because their work style and convictions are often different from those of the younger generation. The fact is, however, that it is the representatives of generation Y that are becoming the pillar of most companies, so it's crutial to adapt your management to the needs of millennials. And here comes the basic question, how to cooperate and manage tasks at work with the new generation Y?

Development is needed

Stagnation or routine can deprive a young employee of the sense of work. Development and self-improvement are something that most young people are guided by today. The labor market also changes its needs very often, creating new challenges for us. The "older generation of Xs", which currently occupies the management levels, cannot be afraid of change and should also face the new one eagerly. So if you run a young team, remember: development has a positive impact on both business and people- new interesting projects, trainings and trainings will definitely keep the representative of generation Y in your company.

Take care of the climate and good atmosphere at work

It is definitely more pleasant to come to the workplace, where relations between employees are good- this sentence will probably be confirmed by representatives of each generation. Management should therefore make sure that all employees feel belonging to the group and that they feel important in it.
In addition, according to a study carried out by Deloitte, only 33% of young employees declare resistance to stress- this knowledge can also encourage staff to introduce a good atmosphere, because work without stress brings much better results.

Work awareness

It is important for young employees to know why tasks are entrusted to them, they should also be aware of theis results. Clearly defined tasks and goals are the key to success. Therefore, it is worth having open conversations (not only to convey a specific message), thanks to which young employees will learn about the crutial work of information flow in the company.

Work-life balance

So separating work from personal life. This is an issue that older generations should learn from the young- rest is just as important as job. Therefore, it is worth respecting both your and your employees' free time.

Appreciation is also important

Specific and constructive feedback is very valuable for the young generation. Due to the speed of today's world, the youngest millennials are increasingly critical of their competences, even though there are, in fact, on a high level. Therefore, elders should appreciate these efforts and not be afraid of using praise. The fear may arise from the belief that younger employees will settle on their laurels, but meeting a new generation will help us understand that a good word can build up and give a motivational kick.