Rewarding Gen Y- The Little Things Count

I received Harvey Mackay's newsletter in my email today. It discusses the importance of constant reward for the newest generation of workers, Gen Y or the Millinials. He describes a story he saw on TV that talks about how Gen Y workers are looking for constant reward. If they don't find it they move on. This creates a big challenge for HR. How do we retain these workers? How do we reward them? What do we reward them with?

Unfortunately, this is a problem Baby Boomer parents have created. Everyone gets rewarded. "My Child is a Winner" bumper stickers, graduation ceremonies for EVERY grade, sporting events were there are no losers just "winners" and no one being failed in school. All of this goes against Skinnerian reinforcement theory that shows that behavior that is constantly rewarded goes away very quickly if the reward does not continue. So we have created a situation where we reward ALL good behavior and then are suprised when that good behavior disappears as soon as we stop the reward. In the workplace that means we have to give fairly constant rewards for the smallest things, otherwise we risk losing that employee because they "don't feel appreciated."

I am not certain what the cure for this is, but I don't think it is going to be the workplace. HR and managers are having to deal with a pattern of behavior that gets established early in life. So you parents today take heed you are making my job in the future harder!

Generational Differences At Work

Author/columnist/blogger Penelope Trunk wrote a blog on the 5 workplace practices that should be over, now. Trunk is a writer and speaker who provides advice to the younger generations in the work place. Her blog The Brazen Careerist is a great source for identifying generational issues in the workplace.

In her blog on the 5 workplace practices two of them are clearly generational. First, she states that voice mail is seldom used by workers under the age of 30. Only the "old" people leave voice mails. For the under 30 crowed, they either use texting, email or just return the missed call. They don't listen to or leave voice mails. So if you are having communication issues with younger workers (or if you are a younger manager and have older workers) take a look at the communication system you have set up and give the "generational test."

The second practice that might be considered generaltional is using the "reply-to-all" button in email. As she says "This was a great button to have in 1993 when even the busiest people only got fifty emails a day. Back then reply to all was a way to have an inclusive conversation.
Now reply to all is only a way to annoy people and make yourself look foolish."

Her other three practices that she thought should be gotten rid of are:

1. The office candy machine.
2. The office fundraising drive.
3. The massive office party.

She is an interesting read, especially for us "older" HR types. So I recommend you link to her blog and keep up with this "voice" of a younger generation.

Video Resumes: Getting Your Next Star Employee

I read an article today on the SHRM site today about VIDEO RESUMES . It talks about the increasing use of video to present a candidate and his/her qualifications. I think we are going to see more and more of this as Generation Y enters the workforce in greater numbers. It is not hard to see video on MySpace or even in blogs where something from YouTube has been inserted. People send video by phone all the time, with no other message attached. I get to see my granddaughter weekly by looking at my son's MySpace page. So obviously there is value to the use of video, even beyond the ease of creating it.

What is this value? To the candidate it is a good way to get across their ability to speak well as they cover their background. For the employer you get to see this same ability. You can measure presentation skills. However, there is a downside as well. Not every resume will have the same production value. Not every position needs to have good presentation skills. Good "on camera" skills may mask a lack of other skills.

The article points out that HR professionals (and legal professionals) are torn. The naturally conservative types see the opportunity for descrimination on race, disability and "looks." The less conservative see the opportunity to make decisions about candidates in situations where speaking ability, charisma and leadership potential are important.

So my questions for readers are:

• How do feel?
• Have you viewed one?
• If yes, how was it received?
• What do you see as the value?
• What do you see as the pitfalls?

Let me know.