WE OFTEN HEAR OLDER PEOPLE say “iba na ang mga kabataan ngayon (the youth today are different).” Whether that is said in admiration, awe, confusion or even disdain, there is a perception that there is a growing cultural divide between young and old.
To better understand our young workers, the Ateneo Center for Organization Research and Development partnered with the People Management of the Association of the Philippines to examine the needs, motivations and aspirations of 378 young Filipino workers.
The results suggest that leaders today may need to adapt their leadership style and expectations to better fit the aspirations and motivations of young workers. For example, the results show that young workers today desire a work environment where they are given the opportunity to contribute and make decisions. Young workers today also look for a boss who treats them with respect, supports their career development, is fair in appraising performance, listens to their ideas, gives feedback on their performance, praises and recognizes good work, communicates his or her expectations clearly, allows them to make decisions related to work and is patient when they make mistakes.
This will require managers who are able to empower their subordinates rather than rule simply by authority. Managers today also need to understand how to best communicate with young workers.
Provide attractive compensation and benefits. The results suggest that good pay and benefits is still the first consideration of young workers when looking for a job. However, young workers have different priorities in terms of benefits and organizations need to be more flexible in providing for these needs.
Provide opportunities for development. Although pay may get them to an organization, it will not make them stay. The study shows that doing what they love and a job that provides a personal sense of accomplishment are the primary reasons for staying in an organization. Organizations must design engaging jobs. Because workers look at this stage in their lives as one of preparing for the future and given their myriad of choices, career development structures are also important to enable young workers to visualize what future they have in their organizations. They also look for a boss who supports their need for career development -- so training leaders on coaching and mentoring may be important retention strategies as well.
Have replacement programs. Unfortunately, most young workers really don’t see themselves staying long in an organization. Thus, organizations may simply need to accept that mobility among young workers is a reality. This may require replacement programs to have a pool of workers always ready.
Highlight shared values. Although there appears to be characteristics that are unique to young workers today, it is also noteworthy that there are certain values they share with older generations. Young workers today, like their parents, still place much importance on family as a source of inspiration and motivation. This is a value that can unite workers across generations.
Celebrate diversity. Given the growing diversity in the workplace, the challenge is not really how to make the organization more the same but, rather, how we can harness similarities and find a common ground and language from which to build relationships. At the same time, it is important that we recognize that there is value to diversity. Older generations can learn from the techno-savvy and flexibility of youth and younger generations can learn from the wisdom and patience of their elders. It is clear that finding such a balance will determine whether we let diversity divide or unite us.
* * *
(The authors are faculty members of the Ateneo Department of Psychology. This is an abridged version of an article featured in the Ateneo CORD’s book, Leading Philippine Organizations in a Changing World (Ateneo de Manila University Press, 2008). Feedback at ateneocord@admu.edu.ph.)
