The 5 biggest mistakes in the leadership of the Generation Y

Four different generations are currently coming together at the workplace. Especially with regard to Generation Y, leaders are facing a new challenge. They are eager to experiment, willing to change and have clear demands on their employer. In our article we show you the 5 biggest mistakes in leading the Generation Y, which you should absolutely avoid!

The Generation Y (also called "Millennials") was born between 1981 and 1995 and occupies about 35 % of the working population. By 2020 they will even be half of the working population. They are already turning the world of work upside down: In comparison to the previous generations, they like to mix their work and private lives and demand interesting and meaningful tasks in their jobs that are also fun. They are also very willing to change jobs: Approximately 34% would leave their company within the next 2 years if they had the choice.

You should avoid these 5 mistakes when leading the Generation Y

As different as this generation is from its predecessors, the leadership has to adapt as well as the framework conditions (e.g. flexible working models). We show you the 5 biggest mistakes in the leadership of the Generation Y, which you should absolutely avoid:

• Less Communication. The Generation Y has grown up with digital media and is in constant contact with other people. It is  important for you at work that you communicate openly. Not to remain in regular communication with this generation is a mistake. Rather, rely on open and regular conversations!

• Hierarchies. This generation questions everything. Especially the idea of hierarchies in companies. Thus they attach less importance to an "omniscient" and "unattainable" executive, but rather demand a kind of partner in the workplace. So put your trust in a leadership at eye level!

• Company Car. Less emphasis is placed on status symbols. It is no longer a question of driving a company car or achieving the highest hierarchy level. Rather, millennials want to be motivated by the executive through meaningful and value-oriented visions. So don't try to motivate this generation with a company car, but focus on communicating the meaning of the tasks.
• Keeping small. A special characteristic of the Millennials is that they want to develop personally. Therefore, they attach great importance to development opportunities. Let the Millennials grow through demanding tasks, freedom and independent work opportunities.
• A bad working atmosphere. Millennials want to feel good at work and have fun. In addition to exciting and meaningful tasks, they also want to get on well with all employees. Regular team events, for example, are a good way to do this.

In addition to leadership, the recruitment of Generation Y is also a challenge. Don't worry. The Talention software supports you in the complete recruiting process for a successful recruitment of different generations. Find out how we can support you. Request a free demo today!