In today’s economic situation hiring employees is not only tough, but time consuming and costly. Hiring and retaining members of the YAYA generation (ages 18-24) can both be a great resource as well as an extreme pain. At YAYA Connection, we make it easier for small businesses to improve their gen y retention and recruitment while providing other insights on our millenial blog about marketing to this age group.

To get your business started, here are some positive and negative aspects about this distinct age group and how Millennials can be more effectively managed in a small business:

Positives

1.   Flexible Workweek

  • The 9 a.m. to 5 p.m. workweek does not appeal to this age group. Millennials would like to have more flexibility in their hours. This means that people of this age group are more open to working hours as necessary to complete their work. This gives small business owners a chance to be creative with a work schedule or allow their employees to come in when best for them.

2.   Career Motivated

  • Employees in this age group are usually interested in taking on multiple types of work in order to gain experience for the future. This gives employers the opportunity to let YAYA employees take on multiple, changing roles.

3.   Tech-Savvy

  • The YAYA generation grew up with the Internet and computers around them. They were the first to use Facebook and on the cusp of all technological trends. This saves you, the employer, time, money and headache because the YAYA employee will know how to use their computer and generally how to fix a tech-related problem.

4.   The great ability to Multitask

  • Gen Y has grown up with various forms of media, activities and tasks. The average YAYA employee has become very accustomed to multitasking. This means that as an employer, you should be able to grant your younger employees several things to complete at once.

Negatives

1.   Need Guidance

  • People in this age group want guidance as to what is needed. For example, employees in this age group would prefer to be told exactly what their responsibilities are and sometimes what the best way to do it is. This could come from entitlement (see #3) or from how the school system works, but regardless, YAYA employees will need that little extra attention when they start off.

2.   Outside Responsibilities or Loyalties

  • This generation may be a good labor force, but if treated wrong or if they feel they are not having the best experience, most YAYA employees will look for other options quickly.

3.   Self-Entitlement

  • This is the generation that grew being told how special they were and that they could achieve anything they wanted. Now that they are grown up Gen Y almost demands that things be catered to them. These employees may either feel that they deserve to be treated special, or that they are unwilling to be on the bottom of the totem pole.

4.   Short Attention Span

  • As stated above, this generation loves to multitask. The negative to this aspect is that this generation also has a short attention span that can create motivational problems in the workplace. The best way an employer can counter-act this is make sure the work is meaningful, serious and intertwined with the employee’s self-interest.

If the negatives are approached correctly and the positives are utilized to the maximum ability, members of the YAYA age group can make a huge impact on your business.