Developing Gen Y Talent in the Workplace
In my experience as a nonprofit fundraiser, I know that it is infinitely easier and more fruitful to cultvate existing donors than to search for new development. In her article this week for Forbes Woman and The Glass Hammer, Selena Rezvani says that the same principle is true for your Gen Y female employees.
Rezvani hits the nail on the head with this article. Gen Y women live in a paradox of sorts; they believe they can conquer the world and do anything, but can be overlooked because their leadership style isn’t always the most popular. In her article, Rezvani gives five tips to leveraging the talent of Gen Y women and I want to share these with you – as well as add my personal opinions as a Gen X/Gen Y hybrid.
Give Them a Proper Introduction
Rezvani explains that Gen Y women need a “culture orientation” and employers must make leadership development a high priority. I believe this is key simply because Gen Y is generally overlooked for leadership training. I’ve often heard “they have so much to learn,” but no one seems to step up and teach.
Steer Them Away from Support Roles
One of the most surprising – and true – statistics that Rezvani states in her article is that a Gen Y woman should only serve one year in a company’s support role. I have seen the one-year mark is very defining for some Gen Y women. While they understand that they need to “pay their dues” and “do the grunt work,” they really do long for more responsibility and a chance to shine in the midst of difficult work projects. Give them the opportunity to take charge, ultimately fostering the big picture thinking that you want in your organization.
Make Sure They’re Visible
Rezvani argues that women who want to move up need to get noticed, whether it is by having a voice in meetings or volunteering for new projects. Gen Y women typically share the credit for successes and can easily be intimidated to speak up in meetings with higher-ups. Encourage them to speak up because a confident communicator is your best ally.
Provide Coaching
I think I’ve mentioned this before, haven’t I? I really admired Rezvani’s thought to have employers select mentors. As an executive, you understand the big picture of the company and its individual employees. In that case, you have a good sense of who should connect on your staff. Chances are, you’ve probably already thought about who you would match up in your company.
Send Them Abroad
There is something to be said for the breadth of experience that a Gen Y woman receives when going abroad. Not only are they placed with a high level of responsibility, but they also need to handle situations very far removed from their comfort zone.
All in all, Rezvani hit all the high points that I wish all employers would take to heart. The question remains: can these same tips be applied to Gen Y men? If not, what would you change about her suggestions?
About the Author
Amy Liz Martin is a PR professional whose work centers on social media, media relations, corporate relations, publicity and cause-related PR campaigns. Amy was a fundraiser and event communications chair for the American Cancer Society, ran small development and communications campaigns for the International Center for Journalists, and led social media publicity efforts for artists at EMI CMG Label Group. She earned her master's degree in mass communications/public relations at Louisiana State University and is a member of the Public Relations Society of America.
