Working with the digital generation

The digital natives or digital generation, called by some Generation "Me" today are prepared or are already in the labor market.

Personal habits and behavior of this generation, molded to grow in a digital world, will have implications for the future of business and the interactions between managers and employees.

But what is this digital generation and what makes it different? Is an opportunity, a threat, or both? How businesses can use their specific behaviors and mindset to operate successfully? We explore some key questions to help answer these features.

Fun : the Me Generation grew up in times of opulence. Resource availability and security they enjoyed during their childhood and adolescence have created a mindset that focuses more on fun that fulfill the responsibilities. They like to impose their own rules, and enjoy the freedom, as far as possible, tend to avoid unpleasant tasks. 

This focus on "fun" can lead young people to be a problem as they are easily distracted and are not as process-oriented as their managers wanted.

The good side is that this generation brings a different energy to work, where the work is more than a duty. Maybe they do not like routine work but like to reach deep and even conquer difficult challenges accepted, provided, granted recognition by them.

Rights : Members of Generation I assume they are entitled to certain things, that the world owes them something. The sense of enjoying certain rights has created a generation who comes to work with the idea that "they are the project."

One implication is that such employees increasingly are focused on maximizing their own welfare and at the same time develop their careers independently. They are teachers to create their own brand. They want "special contracts" and worry about the benefits beyond the money, which they see as simply an initial goal.

They are motivated by the flexibility and the opportunity to acquire skills for the future of his career and willing to take new directions and develop personal skills levels and versatile to enhance the brand which are completely loyal "I".

Instanténeos : the Me Generation is accustomed to having information at your fingertips, anywhere and momento.Habiendo born in the age of computers, minds have developed hyper-text and prefer the fast and random access.

When it comes to the workplace, the Me Generation is easily bored and need to receive instant gratification and constant interaction. Although sometimes the complaint is that service levels are very short and Disorder attention deficit hyperactivity disorder (ADHD, for its acronym in English) is always at its highest level, it is often not that Generation Me not you can concentrate. Rather, choose not to do if the content does not motivate their interests.

Once the challenge of getting their attention is perfected, this generation may react and learn things quickly; adapt easily to change and some are better than previous generations to control and assimilate the vast amount of information that you have on hand today.

They can connect issues more easily and tend to think less about isolated behaviors and hierarchies in addition to probably be the best answer to the complexity and information overload.

Digitally dependent : the Me Generation is digital beings who speak the language of computers. They consider "going to the office" as a serious constraint to their operation.

At work, have difficulty controlling the constant interruptions caused by different devices. They spend untold amounts of time browsing the extensive information available online, which can result in low productivity and low efficiency.

In contrast, no labor had been more flexible, more connected and easy to contact people between 20 and 30 years. The Me Generation is comfortable with technology, and used to interact remotely happy that his last activity at night is check your emails and in the morning, the first thing they do.

Participants : the digital generation has many opinions and ideas, are used to generate and share information rather than passively consume reactive. Providing information is a form of self expression for them and tend to be open and be honest about your feelings.

When they are in the workplace, Generation I want your opinion heard and demand power, sometimes beyond their abilities. Sometimes when younger employees who perform work requested, tend to discuss and share their opinions any more than previous generations.

The good side is that this generation is working and not bothered to work together. They are very open and sociable and often rely on networks for ideas, feedback or help. This in turn, gives the company access to resources that would normally be out of reach. External networks grow increasingly more in innovation and no one plays better than the digital generation.

How to handle this? It is expected that by 2018, the Me Generation as 50% of the working population in developed countries. Administrators (many of whom belong to previous generations) have to deal with the behavior and expectations of this new generation, minimizing the gaps between the different mentalities and maximizing productivity and mutual satisfaction.

Consider these four tips to retain this applicant, funny and stubborn generation digital among your employees:

1.-Give them freedom. The most connected and busy generation of all time will not abandon their activities or forms of communication for a job. The strict and rigid schedules are a sure way to lose your employees from Generation Me. Prohibit the use of social networking sites on the internet and continue using the iPhone.

Oblíguelos to work during specific times and will be there but the results may not be what you expected.It is virtually impossible to force the digital generation play a traditional scheme, face to face 8 hours, both physically and mentally.

Instead, be as flexible as possible when it comes to time and locations. Implement a work environment focused on results (ROWE, for its acronym in English) so that everyone has the freedom to be whatever they want to be, as long as the work is completed.

This way, you will compensate based on performance rather than traditional indicators such as hours of work. And most importantly, let your young employees have a say in the goals and objectives that are used to measure their performance.

2-Develop a sense of ownership. Role models give the Generation I clear boundaries and responsibilities that create a sense of ownership. Employees Generation I like the space for creativity and freedom to take responsibility.

Trying to control them with a magnifying glass is one of the worst things you can do. Specify clearly the objectives and limits to know the rules and the expected result but let them plan how to get to it. This gives them space to display their creativity and feel really responsible for a task. More than on control, develop relationships based on trust where both parties act with honesty and transparency and give them the benefit of the doubt.

To close the circle, offering personal credit exposure and the results achieved rather than let them do the hard work and present the results as facts for you, ensuring that surely, next time will not work as hard.

3.-Train them (and let them train). A Generation worries me create your own personal brand, maximizing their own benefit and doing what makes sense for them. Knowing that, do not expect it will be appalled when you share your knowledge with them and that the hierarchy is not very important to them in this context.

Instead, explain that his long experience can help them build their career and improve their own skills with relevant information, knowledge and arguments.

Training is the magic word in this sense, although informal training and mentoring programs may be more effective. The following is delegating responsibilities to your employees and let Generation I also teach the rest of the team (and you).

They want to work with people you can connect, they like to be friends with their coworkers and enjoy sharing information. Remember, they are closer to the latest developments of what you might as well try to be open to its mysterious visions and often disturbing future. They can help you anticipate changes in consumer behavior and expectations of your business.

4-Reward them daily. The Generación things I want and want it yesterday. Promise a wonderful job in three years is not something that will motivate them too. They are used to order something online today and receive it tomorrow.

So show them some short-term benefits while maintaining a broad view to show them how things are.To preserve the best, develop challenging environments, recognizing the performance of all that has rewards (and penalties) for immediate results from an employee.

Create transparency and compensation responsibilities and clarify that it is "a privilege and honor to work here." Thus, the overall need for the Me Generation for justice and transparency will be satisfied;the equation is simple: Work below my abilities = It will be noted and implications. Working hard to deliver good results = receive a reward.

When it comes to the Me Generation, business leaders must be aware of the times and must change with them intelligently. Companies that understand the full extent and appreciate the power of the digital generation, will have a competitive advantage in the future.

However, administrators must use new methods and attitudes and subtle when it comes to this generation. This does not mean that everything we have done in the past to attract and retain talent has become obsolete. However, we must make some changes in our mindset and work culture. The future is collaborate across boundaries, including generation gaps. Power has changed and "we" can learn so much from young people as "they" can learn from us.