Generation Y 2.0

Generation Y refers not only to an age group of those born between 1978 and 1994, but to a set of behaviours attributed to those operating very much in the modern socially networked, emotionally and (often virtually) connected working space.

Culture Y: impatient, individualistic, connected, versatile, indecisive, curious and inventive … in a word, a demanding culture.

As a large proportion of the world’s demographic are in the Generation Y age group, and Y behaviours are increasingly seen across other generations along with the spread of web2.0, this is a group that organisations need to pay serious attention to right now, not in two years time. It’s not just a fad it’s a way of working, it’s a way of life and it continues to evolve.

So it is time to think about marketing to a different generation and set of needs, and how to attract, engage and retain this work force who will become key to a post-recession future. This is not only about talent management and about ensuring the future pipeline of skills, but about thriving and gaining competitive advantage. The race is back on!

We have at least three generations in our workforce currently and so it is also about how we manage those interactions.
Hence … 3 Generations : 1 Workplace.

The Generation Y2.0 team founded in Australia, with teams operating in France, UK and other countries across EMEA and Asia-Pacific, deliver a unique set of seminars, workshops, programmes and services that enable organisations and individuals to understand this entrepreneurial “Y culture”, to maximise their talents, to market to their needs, to gain competitive advantage, and to work across generations in order to leverage their combined capabilities particularly at times of change.

Do you know how to:
• Communicate with Generation Y ?
• Know what unique skills and experience each generation brings in this climate?
• Help the different generations to understand and work together? Gain competitive advantage by embracing the uniqueness of Y?
• Market to this group?
• Adapt leadership and management styles?
• Embrace 2.0 ways of working?

Our interventions:
Conferences
Training
Audits
Consultation/advice

We run workshops and seminars that can be tailored to suit a wide range of audiences:
Business leaders and middle managers
HR Professionals and Talent Managers
Recruitment Consultants
Employees and Students
Business Schools
Marketing/Commercial and Communications professionals

Please contact us for our PDF giving examples of the conferences, seminars and workshops that we can run, via [email protected]

Tailored Consulting/Advise
Our projects are wide ranging such as:
• Running focus and special interest groups
• Advising recruitment boards and agencies on recruitment approaches
• Working environment set up
• Attracting new customers
• Talent/skills planning for long term growth
• Entrepreneur group think tanks
• Marketing strategies
• Communication techniques and tools

In addition, we can work with our clients and team (including select partners) to provide leadership training, games and simulations, cross-cultural and cross-generational awareness, blended and multi-sensory learning, looking at multiple intelligence, new media, 2.0, marketing strategy, and in the design and provision of internal networking and projects/skills portals.

Talent Management
If your organisation is trying to reach candidates with an ad (yes, even online), treating them as numbers, ignoring individual expectations (“a good compensation & benefits and appraisal system should suffice”), thinking that remuneration determines the commitment of employees, believing that iPod is the iCon of their generation or simply put banners on Facebook to reach them … we should definitely meet.

Generation Y 2.0 will allow you to better understand, communicate and better talent manage. The originality of our offer: taking into account the decisive generational and cultural differences

1. Attraction: do you always spend so much money to get the best candidates to contact you or do they do so spontaneously? Make all your employer offers “realistic and attractive.
2. Recruitment: do you have a reservoir of talent and recruitment methods to suit your issues of diversity? Analyse your “talent mix” and recruit the best and most engaged for the right cost.
3. Integration: Transform your induction and probationary periods by making your new employees as efficient as those they replace. Imagine the “journey of commitment” of your new employees.
4. Management: Do you know how you address this Generation Y with your global systems management (assessment, MBO, BSC, EAE, TQM …) in a way which is not ageist and respects them? Strengthen the effectiveness of your managers to help them better manage the “moments of Y truth”.
5. Development: Help your employees look to a future in your company. Draw together the “Map of projects” of your employees, reconcile culture, career management and individual mobilization.
6. Loyalty: you may know why your employees joined and are still committed but how do you know that you will always able to know if you will be retain them? We have some aspirin … or a “stickyness audit”.

Some of our clients
ABN Amro, Accenture Altavia group, Adecco, Australian Nuclear Science & Technology Organisation, Club Med, Danone, Decathlon, Dumex, L’Oreal, Nike, PSA Peugot Citroen, Petronas, Samsung, and Quantas, amongst others.

Remember Generation Y is not just an age it’s a culture