These are two important questions that you can help me answer.

1. Do we need to manage Gen Y any differently than previous generations (Gen X, Baby Boomers, Traditionals)?

2. Does Gen Y need to learn to manage upwards to update their bosses?

Research has shows that generations are not defined by age but by critical events that shape their development. The USA and Australia have similar cultures where Gen Y’s will usually be younger than 28; whilst in other countries ages are as follows: Singapore (<27), China (<28) Hong Kong (<30) and India (<31). Also the characteristics of Gen Y tend to vary in different countries/regions.

Common Gen Y characteristics include:

• They embrace technology.

• They like to multi-task, computer, iPod, phone, Facebook often at the same time.

• They actively seek feedback on their progress from their managers.

• They want meaningful and engaging work.

• They like to contribute ideas and make an impact early in their role.

• They have high expectations of themselves.

• They are concerned about work/life balance.

• They will actively seek other employment if their needs aren’t met.

Do you agree with this list or are there more?

It could be argued that these characteristics are the typical of a modern workforce in a global economy and not just a younger one. So perhaps the answer to Q1 is that we need to engage ALL employees and give regular feedback?

As for managing upwards, I believe Gen Y has a lot to offer. I regularly have ‘Green Hat’ sessions with my team (mostly Gen Y’s) and seek their input – this blog is a direct result of that. Perhaps more managers could be open to input from younger employees, after all “No one generation has a monopoly on a good idea.”

If you are Gen Y, what advice to have for your manager?
If you are a manager, what advice do you have for Gen Y?

This is a hot and current topic – so please share your views via the comments section below.