of KHR Solutions LLC, a consulting
firm in Harleysville, Pa., did a survey in
late 2008 about what Gen Y wants in
the workplace.
“The one area where there was a
pretty significant difference between
Gen Yers and other groups was in how
frequently they wanted feedback,” she
says. “Traditionalists and baby boom-
ers said once a month was plenty. Gen X
wanted it twice a month. But Gen Y said
they wanted it weekly, and 12 percent of
the respondents said daily.”
Although older workers might think
that the boss stops in only when some-
thing is wrong, Gen Y sees it completely
differently.
“We literally think that if you’re not
talking to us, I’m doing a bad job,” says
Dorsey. “If your company only gives
annual reviews to Gen Y, you might as
well call them exit interviews,” he says.
E: rcrawford@paradyszmatera.com
On Sale: 9/1
Give Them Some Control
Gen Yers want control over more than
their schedules, although flexibility is
important. They also want to control
their relationships at work—but that
doesn’t mean friendships.
“It means ‘I won’t want to work
for Ms. Green. I want to work for
Ms. Orange,’ ” Tulgan says.
Advertiser: Paul Fredrick MenStyle
Contact: Renee Crawford at
Paradysz-Matera
Phone: 763.647.5142
And don’t insist your Gen Y employee
always work at a desk in the office. Give
him or her a choice of location.
“Sometimes that means ‘I want to
work in Vail.’ Sometimes it means ‘I want
to work on the fifth floor.’ Sometimes
it means ‘If I have to work in this little
cubicle, can I bring my dog?’ ” he says.
Wherever your Gen Y employee
works, encourage his or her input. Meg
Brown, director of human resources at
design firm Perkins+ Will, was impressed
that Gen Y employees took the lead in
getting the company to embrace social
media on a corporate level.
“They went to their local managing
director and basically said, ‘This is the
way of the future.’ That they took some
ownership of that on their own without
any invitation speaks to the impact that
they can have,” she says.
“We’re going to have a whole lifetime
of work ahead of us, literally,” Dorsey
says. “I think managers who figure out
how to lead us early on will have a big
advantage in the future.”
SMART PHONE FASTER TIRED COMMUTE PROCESS VS.
SMART KIDS
FOSTER
INSPIRED
COMMUNITY
PROGRESS
Make what you do a lot more rewarding.
Owning a Primrose Schools franchise may be just the change you’ve been looking for.
Demand for education-based child care has put Primrose Schools at the forefront.
As an owner, you’ll truly make a di;erence, rather than just making a living.
PrimroseFranchise.com • 800.PRIMROSE (800.774.6767)
©2010 Primrose Schools. All rights reserved. This advertisement does not represent an o;er to sell a franchise. The o;er of a franchise
can only be made through the delivery of a franchise disclosure document. Certain states require that we register the franchise
disclosure document in those states. We will not o;er or sell franchises in those states unless we have registered the franchise (or
obtained an applicable exemption from registration) and delivered the franchise disclosure document to the prospective franchisee that
complies with applicable law. MN File No. – 42.
Arrive_090110:Layout 1 7/16/10 12:25 PM Page 1
Crisp, comfortable white 100% cotton pinpoint oxford ress shirts in Regular, Big & Tall or Trim Fit at a SPECIAL INTRODUCTORY PRICE... $19.95 Reg. $44.50-$49.50
Plus, FREE monogramming!
(an $8.50 value)
Add this Multi Color Silk
Squares Tie for only $19.95!
Item #TFE1050 (Regularly $49.50)
Your Collar Style:
Six Collar Choices.
Your Cuff:
Button or French Cuff.
Your Fit:
Regular, Big & Tall or Trim.
Your Size:
141/2” x 32” to 20” x 37”.
More options than you’ll
find anywhere else!
Order Today! Call 800-309-6000 or visit paulfredrick.com/try
Specify promotional code TZFSAV
New customer offer. Limit four shirts per customer. Shipping charges extra.
Cannot be combined with other offers. Free exchanges. Expires 10/31/10.
