It’s NOT “All About the Benjamen’s Baby”
Puff Daddy (I believe he is now referred to as “P.Diddy”) captured one of the human motivations for work in his number one hit, “It’s all about the Benjamen’s Baby”. While money is “nice”, Mr. P.Diddy obviously 1. did not do his ‘research’ (shocker) and 2. Was speaking about a very different generation that today’s “Gen Y” working professionals.
I’ve perused thousands of articles that talk about “what Gen Y wants in the workplace“, “what motivates Gen Y“…and here is my favorite part about them; they were all written by baby boomers or Gen Xers.
Here is my “Gen Y” advice to executives: Stop managing the masses and build your “Gen Ys” using mentorships. This is not brain surgery. All articles I’ve read have several points that most of the fancy Harvard, BusinessWeek, and other Business Journals agree on; 1) Gen Y’s value relationships (TRUE) 2) Gen Y’s want meaning in their jobs (TRUE) 3) Gen Y’s grew up in the era of constant reinforcement, hence – they want feedback; and they want it NOW (TRUE).
There is one apparent solution to managing Gen Y’s. MENTORS!
That said, as with any relationship, this is a “two way street”. CEO’s can’t just ‘assign’ mentors. The HR departments need to take the extra 30 minutes to provide questionnaires to these young employees / our future executives. And then like anything else; proteges must be matched with the mentor that “meets their needs” and genuinely care about not just the success of their protege, but their professional AND personal growth. Gen Y’s want mentors who will not only teach them the ‘business world’, but will listen to how business is affecting their life; and give advice on how to maintane both their business and personal life.
In my last post, “Does Your Mentor Ever Leave You”, I stated the best career move I ever made was to take a salary cut. I did so because I knew the two men I’d be working for would mentor me; and they did. They turned me into who I am today, both professionally and personally.
Now that I don’t work with them anymore, I am constantly taking consulting jobs where it’s NOT “all about the benjamens”, but where I see baby boomer and Gen X talent. I’ve turned down $250 / hour jobs to work for $50 / hour just so I can learn from certain executives. I wonder though – if these executives have even given a thought to how they can utilize my “want” to be like and learn from them. It would seem they have not. I would work for free in return for being mentored and taught what they know. If every executive would invest a couple hours a week to professional and personal development; giving challenges and then providing feedback; I bet most of us would work for far less money. Not only that, but we would also stamp out the “stigma” that we are ‘job hoppers’ as we would be loyal to our mentors, and thus, our companies. I know the Gen Y’s I surround myself would do the same. While we may like the ‘short term gain’ of money, we far more value the long term gain of knowledge and experience.