Changing generations – what values do Generation Y bring to the workplace?

By Sharyn Devereux-Blum

We work with a wide age group in the emergency management sector, and if our training is to be successful with Generation Y, we need to understand what makes them tick.
Generation Y are our 15–29 year olds. They make up approximately 21 percent of the population and 17 percent of the workforce.
They have been moulded by 15 years of economic growth, political stability and rapid technological change, fast-moving careers, changing family structures and massive social shifts. They are educated, entertained, materially endowed, entrepreneurial yet very supported and protected.
Generation Y have grown up with the theme ‘lifelong learning’ and they accept it as part of life. They know it is essential to upskill, so ongoing training is extremely important to them.

Head and heart decisions
Take the time to build relationships with this age group and you will be rewarded with great loyalty. If they leave for travel or a new job, keep in touch as they may later return. They don’t see leaving an organisation as an act of disloyalty but a simple life change, and see no problem in returning should things change for them.
This generation have grown up with support in the home, community and education so they expect the workplace to support them also. They are called generation ‘why’ for a reason – they are inspired by head and heart decisions, so by asking them what they would like from the training, we gain the opportunity to fi nd out what motivates them. Sharing training course outcomes and seeking feedback from them is an important part of training.

Interactive and hands on
On-the-job training and interactive hands-on learning are their preferred methods of learning and training. They want to see and do rather than sit and listen. The general rescue training we facilitate is well received with this age group – it is practical, interactive, and gives the space for the group to problem solve and receive feedback from the trainers.
They respond well to constructive feedback highlighting the behaviour/skills they are doing well and areas where performance can be developed further. They value speed over accuracy, but they learn that safety is important and not to rush it. Risk versus reward means they take care of themselves and their team.
Generation Y value recognition of their efforts. Information/photos on their efforts on the intranet or health and safety newsletter/noticeboard are well received. In between training courses they follow up on actions points generated during the training.

Getting on with it
A socially collaborative environment is highly regarded by Generation Y. Through our training they come to understand that decisions need to be made quickly rather than ‘rescue by committee’. A team leader needs to be able to step up, inspire and empower the team by providing everyone with a quick opportunity to voice their opinions, and then develop a plan and task people accordingly.
This age group need the training to understand the structure, develop the skills and practise managing an emergency. They value honesty and reliability from their leaders, and they can absorb information from multiple sources so their input in support teams is valued. Training provides the opportunity for them to practise and develop the required skills to be managers.
Consulting, involving and coaching are the management styles that work best for Generation Y. They bring energy, fresh views, qualifications and a 21st century outlook to life. Generational diversity is the key to a balanced workforce refl ective of society and customers.

Sharyn Devereux-Blum is a director of Devereux-Blum Training and Development, a tertiary education provider working nationally in the emergency management sector; she can be contacted at: sharyn [at] emergencymanagement [dot] co [dot] nz