Managing Generation Y employees in the enterprise
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Today’s multigenerational workforce poses unique challenges for enterprises in the area of human resources management. The diversity resulting from the presence of representatives of different generations on the labor market, however, allows for exchanging experience and exploring different ways of solving complex problems, as a result of which it becomes important from the point of view of the proper functioning of the entire enterprise. The main purpose of this article is to present the characteristics of Generation Y, as well as solutions (good practices) implemented in the area of management of its representatives employed within the company. Particular attention was paid to the aspects related to the management of Generation Y employees in terms of their expectations, preferences and motivations. The analysis was based on the available literature and the interpretation of the report “First steps into the labor market. Future Leaders," prepared by the world’s largest consulting firm Deloitte in 2015. It appears that young people undertaking employment in the organization far more than material incentives appreciate the convenient work environment, the ability of establishing individual career paths and working remotely, or the possibility of creating innovative projects. Therefore, a major challenge for modern managers is to adapt the workplace expectations of Generation Y to the corporate objectives.
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