Often I am asked why companies and organizations are the ones that need to change. Why isn’t that the responsibility of the youngsters from Generation Y. This question is regularly accompanied by comments such as “Generation Y is so spoiled that they really feel that the entire corporate world should adapt to their wishes”. A “this is how I want it so you better make sure its there” attitude.
In this post I want to talk about this “change”. First of all, I can absolutely imagine why these reactions are triggered. Each generation has been young, and each generation felt that things should change. So I can conceive why people think this is simply the same with Generation Y. However, I strongly feel that there is a big difference. The essential element why I think this is different is because of the evolvement of organizational structures.
In the twentieth century significant developments occurred in the field of organizational structure. These developments massively changed industries. It was often the case that companies adopting these developments early on achieved great successes.
In 1900 a new organizational structure triggered this evolution. This structure was called “Command and Control”, in which Henry Ford was a specialist. Leading by instructions, tight schedules and good planning. In 1900, this type of structure was a revolution and quickly spread out to become the most optimal approach in management.
However, around the year 1950 a new expression appeared in corporate culture, objectives. They began to realize that workers performed better when they were listened to and when they were stimulated by means of incentives. And this approach too, proved to be a great success.
At this point in time, many companies still use the above system of hierarchy, cash bonuses and the possibility of dialogue between the various management layers. Although technology and society have evolved quite rapidly, little has changed in organizational structures since 1950. It is time for change. Change in organizational structures that suit the needs and possibilities of today and provide better results (such as Google, Semler, Apple).
This new way of management is focused on cooperation. Leadership in the 21st century is based on coaching, inspiring and collaboration. Companies have, since 1950, learned to listen to their employees. In 2012 they will recognize and appreciate the qualities of their employees. Not simply by rewarding them with cash bonuses, but by trusting them, involving them and by utilizing their strengths and passion. Instead of trying to fit employees into a certain job, companies will invest time in making sure the job fits the employee.
Management in 2012 is focused on making your employees feel trusted, feel passionate and feel appreciated. Success comes from within.
This style of management fits Generation Y perfectly. This is how they have been brought up and educated. They will be perfect to help your company evolve into one that fits this century.
Of course it is possible to change these young people so they fit the current corporate culture, they are still young and flexible. But this will simply only hurt you.
This entire generation, ready to work, willing to be involved, passionate. Give them the trust and possibilities they need, so they can help you become that 21st century organization.
Shelly and Itamar.