Wednesday, July 18, 2007

Generation Y Should Get Same Recognition As Rest of Workforce

This brand of rewards without merit sets up a dangerous precipice, on two levels. First, over time it will create a Pavlovian effect among Gen Y workers whereby the aforementioned on-time kudos, for example, will cease to have the same effect. This will force supervisors to be bolder and more creative if they want to maintain the same level of recognition for this generation as it ages. Unchecked, this effect could put a strain on the budget and/or upper management resources.

But perhaps even more dire, this generation-exclusive reward system could create a divide where one need not exist, as older generations of workers notice that their younger colleagues are getting more recognition for doing the same amount (or worse, a lower amount) of the work. Think of it as generational de-motivation.

I propose that what the media says my generation of workers wants, every generation wants. And despite the trappings that Hira says are indicative of my generation, including cell phones and iPods, these basic wants haven't changed for decades. They include, quite simply, honesty and open communication from supervisors and senior management, and a shared dedication to and understanding of the work required in each role.