Small Business Matters: New Workers, New Expectations

Getting Ready for the Class of 2007

Julie Ahn Goldthwait
Vice President and General Manager
MonsterTRAK
www.monstertrak.com/

They're savvy, efficient, and comfortable with technology. They're Generation Y, and they're coming to an office near you. Approximately 1 million students born after 1985 will graduate from college and enter the workforce this year. But attracting, engaging, and managing this new generation of workers can be a challenge for employers-particularly for small businesses.

These newest young professionals bring unprecedented skills and experiences to the workplace. They have a world of information at their fingertips and know how to access it quickly and process it efficiently. They're masters at multitasking, and they think creatively.

With all these skills, it's not surprising that these workers have workplace expectations that differ from those of previous generations.

Following are some tips for attracting and retaining recent grads.

Offer internships. Some 60% of employers offer internships, and 78% of prospective college graduates plan to complete one or more internships before earning their degrees. Internship programs are an effective way for employers to build relationships with future graduates, making the recruiting process easier down the road.
Be inclusive. For Generation Y-ers, it's not just about job titles-it's about their roles in the organization and their participation in its growth. They want to add value and contribute. Small companies should play up the fact that they are not as role-oriented or structured in terms of job duties as larger firms, and they can offer more opportunities for professional development through special projects and team-oriented tasks.
Communicate often and reward on merit. Because many of their parents developed close relationships with them while they were growing up, Generation Y-ers are used to constant feedback and communication with people in positions of authority. They also like being rewarded for good performance. Keep the lines of communication open with these new young workers and provide praise and rewards for jobs well done. Include them in brainstorming sessions and meetings. Consider giving merit-based smaller bonuses or days off throughout the year for goals reached rather than a yearly bonus. You can even go so far as sending officewide e-mails detailing their contributions.

Remember, the more that Generation Y workers feel that they have a stake in the company, the happier they are-and the more your company will benefit.

Editor's note: Chamber member benefits for Monster Inc. do not apply to MonsterTRAK services.

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