Blue Hudson Group Blog

Why would 23-year-old American man and a 22-year-old American woman be working (in India) for the largest outsourcing company in India? They are learning new skills as reported in a the The New York Times‘ article about outsourcing.

Recent graduates are turning down jobs from Internet giant Google to work for companies offering new experiences and challenges. Companies such as Infosys are recruiting recent college graduates with no experience to work in America after spending six months of training in India, where they learn a job in a diverse environment.

No one can deny that outsourcing “outsourcing” is a great business strategy and a natural progression in the outsourcing world, nevertheless, are the recent grads the right choice for this new employment opportunity?

Some may argue positively that recent college graduates with no experience have very limited choices. In addition, training overseas sounds like a once in a lifetime experience. I say that once the training in India is completed and these new recruits have settled into their jobs in America, they will need to be constantly challenged if the employers wish to retain them and realize an adequate return on their investment.

Why?

When dealing with Gen Y, the main characteristic they possess is a lack of “low expectations.” They understand their marketability upon the completion of the training in India. It is going to take more than just a good salary to keep these youngsters from jumping ship too quickly for the next opportunity. Show them the carrot on the stick with the next overseas training opportunity or a position with increasing responsibility based on performance. Lets not forget trendy offices with fancy chairs and space for small communities, Gen Y is drawn to these types of environments.

So, is India making the right choice? From our current pool of the workforce, Gen Y is the right solution. Boomers are just about to retire and Gen X have a sore thumb about the jobs lost to outsourcing in India and are unwilling to put in the hours of training. It’s not going to be easy, but it can be done.

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Article written by Ana Barreto, President of Blue Hudson Group, a Consulting Company, specializing in Sales & Marketing Training, Myers Briggs Type Indicator Assessment, and Leadership Development. She is a 20 year veteran in the Hospitality Industry with Marriott Corporation, InterContinental Hotels Group, Holiday Inn and others. She holds a Bachelor Degree in Marketing from Marymount College and a MBA from the University of New Haven. Visit www.bluehudsongroup.com to learn more and access other original content like this.

I recently read a great article that talked about “Creativity gaps at work” from MarketWatch. Paps - (not his real name, but it is what I like to call him) - sent the article to me. He is a good-looking man in his late 60’s, retired from decades working for the Telephone Company. Gary L. Hancq Sr. is a great family man who enjoys cooking, reading, regular visits to his local tavern for friendly beers with his buddies, boating and fishing on the Mississippi river and challenging conversations.

Most people would be surprised that Paps would enjoy the ideas presented in the MarketWatch article, or at the very least expect him to agree with the reporting. After all, he is from the “traditionalist” generation - the boomers’ parents - who grew up with little room to go outside the norm. However, the need for people to express creativity at work has always existed, but it was not well accepted.

With the retirement of the Boomer Generation and the “infiltration” of Gen Y into the workforce, freedom for creativity at work will be a requirement. It is expected that by the year 2012, Gen Y will be responsible for about 50% of the workforce. This will transform the work environment requiring:

- Virtual offices
- Small groups or community projects
- Flex time

- Innovative Technology/Gadgets
- Game room/Nap room
- Performance based compensation
- Easy and fast mobility
- Authenticity of Management
- Self developed job
- Self managed teams
- Aroma or color therapy
- Massages, yoga and gyms

It’s crucial that companies begin to translate the Gen Y language into reality. This very educated group tend to leave jobs they feel are not challenging enough, and at times it just means that they need to have the ability to use their own creativity as a means to reach an outcome. Unfortunately, it is not easy for this young generation to verbalize this need, or many other needs for that matter. Therefore, they become masters in creative avoidance to mask their discontent even if they earn a great salary. It may be manifested by disliking their bosses, taking excessive sick days, tardiness and team conflict until they pull the plug and quit the job unexpectedly through frustration without giving the position the time and the opportunity to develop into what it could be.

Thanks Paps. I can only imagine how creative you have been in your discrete way of being. Love you.

Reprinting this article is permitted to use it in your ezine, at your website or in your newsletter with this footer included.Article written by Ana Barreto, President of Blue Hudson Group, a Consulting Company, specializing in Sales & Marketing Training, Myers Briggs Type Indicator Assessment, and Leadership Development. She is a 20 year veteran in the Hospitality Industry with Marriott Corporation, InterContinental Hotels Group, Holiday Inn and others. She holds a Bachelor Degree in Marketing from Marymount College and a MBA from the University of New Haven. Visit www.bluehudsongroup.com to learn more and access other original content like this.

How would you like to help your community and at the same time find your natural career path alternatives? That’s what Blue Hudson Group is offering with its current workshop.

Blue Hudson Group is hosting two Myer Briggs^® (MBTI^®) Career Workshops and offering a special discount for participants who make a donation to the Grace Smith House Women’s Shelter.

About the Workshop:

The workshop is designed for anyone who is considering a career change, planning to re-enter the workforce, unhappy with their current job or undecided about a college major or career.

It’s based on Carl Jung’s Theory of Type; and is designed to help people better understand their personality preferences and what type of environment makes them happy, and better improve their chances of getting what they desire.

Saturday, October 6, 2007 - Poughkeepsie Marriott Courtyard or

Saturday, October 13, 2007 - Kingston Marriott Courtyard

Time: 9:00 AM – 12:00 Noon

The cost of the workshop is $89.00 or $75.00 with a non-perishable donation to the Grace Smith House - donations will be collected at the workshop.

Advanced registration is required. Participants are required to take an online assessment prior to the workshop day. To register, visit www.bluehudsongroup.com or call 845-876-5345.

About Grace Smith House:

Founded in 1981, the Grace Smith House, Inc. has been helping women and their children to live free from domestic violence, which is one of the most serious public health and criminal justice issues facing women today. The mission of this not-for-profit organization is:

- Provide shelter and apartments, advocacy, counseling and education;

- Raise the consciousness of the community regarding the extent, type and seriousness of domestic violence; and

- Initiate and take positions on public policies in order to provide options which empower victims of domestic violence.

For a list of acceptable donations or how you can help, please visit www.gracesmithhouse.org

One recent survey reported that about 40% of employees who receive no or poor job training leaves their positions within the first year. Lack of skills training and development was listed as one of the top 5 reasons for employee turnover.

It’s true that the days of long term employment is over. Very few people plan to stay twenty plus years in the same company as previous generations have done. Colleges offer students compelling comparisons on the higher potential earnings of employees who change jobs three times in a period of 10 years against the ones who stay in the same company for the same period of time. However, people will stay longer if their employers offer training and career development. Still, companies are skeptical about the cost of training. If we consider the incremental cost of employee turnover, companies will start thinking a little differently about this issue:

- The cost of recruiting: Successful classified ads will earn you good prospects. You can count on spending hours screening resumes, interviewing applicants, checking references, etc. Some may use outside recruiters after they have done some of the work themselves. The cost of the ad, recruiter fees and labor hours amounts to thousands of dollars.

- The cost of training: After the new employee is hired, there is orientation and initial training. We all know that the first two weeks on the job will impact how long this new employee will stay with the company. Imagine doing this every six months…

- The cost of lost business: Any turn over position creates interruption on business productivity because there is one less person on the job. Also there is the decline of sales immediately after the replacement is hired. Current staff will need to spend some time with the new hire, the team dynamics will change and new interpersonal relations are negotiated.

- The cost of reputation: Prospects often wonder when they see weekly classified ads from the same company. It’s a red flag. This discourages qualified candidates to apply, therefore increasing the cost of recruiting and the length of time the position remains vacant.

Article written by Ana Barreto, President of Blue Hudson Group, a Consulting Company, specializing in Sales & Marketing Training, Myers Briggs Type Indicator Assessment, and Leadership Development. She is a 20 year veteran in the Hospitality Industry with Marriott Corporation, InterContinental Hotels Group, Holiday Inn and others. She holds a Bachelor Degree in Marketing from Marymount College and a MBA from the University of New Haven. Visit www.bluehudsongroup.com to learn more and access other original content like this.

University of Nevada, Ithaca College, Michigan State, University of Kansas, Kansas State, Western Kentucky University and St. Michael’s College use Myers Briggs Type Indicator – MBTI to develop leadership skills in students. Each school has received a $230,000 grant for selected students from each school to generate ideas and solutions for the future of digital news.

Dr. Ardyth Sohn, Director of the University of Nevada’s Journalism School said “We gave them –the students- the Myers-Briggs personality test so they could learn about themselves. This is about the students learning how to build themselves as leaders.”

This is just another application of MBTI in education.

For complete story visit http://www.unlvrebelyell.com/article.php?ID=10852

Written By Geoffrey Hoppe and Tobias

1. Body aches and pains, especially in the neck, shoulder and back. This is the result of intense changes at your DNA level as the “Christ seed” awakens within. This too shall pass.

2. Feeling of deep inner sadness for no apparent reason. You are releasing your past (this lifetime and others) and this causes the feeling of sadness. This is similar to the experience of moving from a house where you lived in for many, many years into a new house. As much

as you want to move into the new house, there is a sadness of leaving behind the memories, energy and experiences of the old house. This too shall pass.

3. Crying for no apparent reason. Similar to #2 above. It’s good and healthy to let the tears flow. It helps to release the old energy within. This too shall pass.

4. Sudden change in job or career. A very common symptom. As you change, things around you will change as well. Don’t worry about finding the “perfect” job or career right now. This too shall pass. You’re in transition and you may make several job changes before you settle into one that fits your passion.

5. Withdrawal from family relationships. You are connected to your biological family via old karma. When you get off the karmic cycle, the bonds of the old relationships are released. It will appear as though you are drifting away from your family and friends. This too shall pass. After a period of time, you may develop a new relationship with them if it is appropriate. However, the relationship will be based in the new energy without the karmic attachments.

6. Unusual sleep patterns. It’s likely that you’ll awaken many nights between 2:00 and 4:00 AM. There’s a lot of work going on within you, and it often causes you to wake up for a “breather.” Not to worry. If you can’t go back to sleep, get up and do something rather than lay in bed and worry about humanly things. This too shall pass.

7. Intense dreams. These might include war and battle dreams, chase dreams or monster dreams. You are literally releasing the old energy within, and these energies of the past are often symbolized as wars, running to escape and boogiemen. This too shall pass.

8. Physical disorientation. At times you’ll feel very ungrounded. You’ll be “spatially challenged” with the feeling like you can’t put two feet on the ground, or that you’re walking between two worlds. As your consciousness transitions into the new energy, you body sometimes lags behind. Spend more time in nature to help ground the new energy within. This too shall pass.

9. Increased “self talk.” You’ll find yourself talking to your Self more often. You’ll suddenly realize you’ve been chattering away with yourself for the past 30 minutes. There is a new level of communication taking place within your being, and you’re experiencing the tip of the iceberg with the self talk. The conversations will increase, and they will become more fluid, more coherent and more insightful. You’re not going crazy; you’re just Shaumbra moving into the new energy.

10. Feelings of loneliness, even when in the company of others. You may feel alone and removed from others. You may feel the desire to “flee” groups and crowds. As Shaumbra, you are walking a sacred and lonely path. As much as the feelings of loneliness cause you anxiety,

it is difficult to relate to others at this time. The feelings of loneliness are also associated with the fact that your Guides have departed. They have been with you on all of your journeys in all of your lifetimes. It was time for them to back away so you could fill your space with your own divinity. This too shall pass. The void within will be filled with the love and energy of your own Christ consciousness.

11. Loss of passion. You may feel totally disimpassioned, with little or no desire to do anything. That’s OK, and it’s just part of the process. Take this time to “do no-thing.” Don’t fight yourself on this, because this too shall pass. It’s similar to rebooting a computer. You need to shut down for a brief period of time in order to load the sophisticated new software, or in this case, the new Christ-seed energy.

12. A deep longing to go Home. This is perhaps the most difficult and challenging of any of the conditions. You may experience a deep and overwhelming desire to leave the planet and return to Home. This is not a “suicidal” feeling. It is not based in anger or frustration. You don’t want to make a big deal of it or cause drama for yourself or other. There is a quiet part of you that wants to go Home. The root cause for this is quite simple. You have completed your karmic cycles.

You have completed your contract for this lifetime. You are ready to begin a new lifetime while still in this physical body. During this transition process, you have an inner remembrance of what it is like to be on the other side. Are you ready to enlist for another tour of duty here on Earth? Are you ready to take on the challenges of moving into the New Energy? Yes, indeed you could go Home right now. But you’ve come this far, and after many, many lifetimes it would be a shame to leave before the end of the movie. Besides, Spirit needs you here to help others transition into the new energy. They will need a human guide, just like you, who has taken the journey from the old energy into the new. The path you’re walking right now provides the experiences to enable you to become a Teacher of the New Divine Human. As lonely and dark as your journey can be at times, remember that you are never alone.

http://www.reikithehealingpath.com/twelve_signs_of_spiritual_awakening.htm

I recently read a blog page of a young gal who claimed to “hate people”. She went on to tell her readers how she would socialize at work and at business trips, but at the end of the day, she had to lock herself in her hotel room and disconnect the phone. Often she avoided her friends and used alcohol to disconnect from people at gathering.

One of my good friends who work from home also suffers from the same “dis–ease.” After attending conferences for work, visiting family or attending holiday gatherings, he needs what he calls “cave time” just to recoup.

My seven year old daughter will cry when the music is loud in the car or when her sister and I are chatting up a storm. These people are often called antisocial, unfriendly, shy, selfish, unassertive, moody, etc. Thanks to MBTI - Myers Briggs Type Inventory people can understand this behavior and learn how to relate to it.

Developed by Isabel Myers Briggs and Katherine Briggs, MBTI instrument is based on the Swiss Psychologist Karl Jung’s theory of personalities that suggests that people’s preferences are inborn although they can develop both sides of the traits during life.

MBTI helps people with a basic interpretation of an individual’s four-letter personality type:

Extraversion or Introversion

Sensing or iNtuition

Feeling or Thinking

Judging or Perceiving

Introversion or Extraversion relates to how people prefer to focus their own energy. People who prefer introversion are able to and often relate with larger crowds of people, but prefer small groups or one–on-one interaction. They tend to vacation in solitude locals or find a quiet beach to read. They tend to work in small offices, not volunteer in committees or play in sport group. They are happy and productive working from home. They really don’t dislike people; they just prefer to deal with less of them for one reason: People drain their own personal energy.

There is a huge misconception about our introvert friends. They are able and will attend loud concerts, huge office parties, be speakers at events and be part of a high pace, sales office or go on vacation with a tour group. However, these individual will be the ones who will shot down at the end of the day or event and be missing in action for days. This means no connections, no phone, e-mails, or friendly gathering. They will sneak out on their own birthday parties. In other words, introverts can perform as extroverts, but it cost them huge amounts of energy. It is not effortless as it can be for an extrovert.

Although introverts can perform as extroverts for long periods of time, there is a high price to pay: Stress. And it can kill you.

Imagine what would happen if you let your car run on empty. The same result would happen to introverts running long periods of time as extrovert.

If you are an introvert or know someone who is, learn some basic fact about them.

Give the introvert personal space. If you are dating an introvert, do not fill their answering machine with nonsense: It’s not about you – and this time is true.

Avoid working in crowded office, fast pace environment or places with constant interruptions. The money may be good, but it is not worth your life and stress can kill.

Let people know your preferences. If you need your quiet time in the morning, let your coworkers know that. You can always find out the latest gossip at lunch with your regular lunch buddy.

Virtual offices work. If you can work some days from home, go for it.

Embrace your self. Your individual connection with people can be deeper than most extraverts who talks to everyone in the room.

To learn more about your MBTI or your personality type, visit www.bluehudsongroup.com

Reprinting this article is permitted to use it in your ezine, at your website or in your newsletter with this footer included.
Article written by Ana Barreto, President of Blue Hudson Group, a Marketing Consulting Company, specialized in Sales & Marketing Training, Interpersonal Relationships with Myers Briggs Type Indicator (MBTI), and Women in Leadership. She is a Sales & Marketing veteran in the Hospitality Industry and has worked for industry leader such as Marriott Corporation, InterContinental Hotels Group, Holiday Inns and others over the last 20 years. She holds a Bachelor Degree in Marketing from Marymount College and an MBA from the University of New Haven. To access more original content and learn more how to overcome the challenges of business in the new millennium, please visit us at http:www.bluehudsongroup.com

Fewer Americans are taking vacations. According to a new survey on Expedia.com, 35 percent, or an estimated 5.2 million Americans, will not use all of their vacation days this year. They will leave an average of three vacation days on the table, which means that employed adults are giving back a total of more than 438 million vacation days in 2007 alone.

According to Tory Johnson from ABC news, there are two workplace issues that prevent most Americans from taking much-needed time away: stress and concern about job security.

For many Americans, the stress continues even when they take time off. Over thirty percent of workers report that they struggle with work stress when out of the office. Many check their email and voice mail while on vacation or participate in conference calls, thus not really getting a break from the routine.

Employers are beginning to recognize the dollars-and-cents of their employees running ragged without time to relax and recharge. Studies have found that the total health and productivity cost of stress in the workplace could be as high as $150 billion a year. Other studies have found that employees, who take at least a full week of uninterrupted time off, have fewer sick days. Investment in good vacation programs can mean improved productivity and less absenteeism.

Some companies have policies that force people to take their vacations. At the corporate offices of 1-800-GOT-JUNK, employees receive five weeks of paid vacation at two years of service. But there is one condition; they must take two consecutive weeks off to recharge. CEO Brian Scudamore says the “extra vacation helps prevent burnout, which can lead to losing employees—a very high price to pay.”

Employers can help their staff reduce their stress by assisting with vacation planning. Here are some ideas:

· Establish vacation savings plans. Sure, employees could do this by themselves but it is so much easier to save money if you never see it. Create an option for an automatic payroll withdrawal for future vacations.

· Offer financial counseling through HR or the EAP. Make sure that employees have access to good financial advice so they have the resources for a yearly break.

· Coordinate a vacation calendar. This allows for a fair rotation of key dates and weeks. It also allows the employees to have input to make sure dates work for the business.

· Announce job changes after vacations, not before. It is impossible to relax if you are worrying about the pending changes at work. Employers need to carefully evaluate the timing of any major announcement.

· Partner with a travel agency. Many agencies are willing to work with companies to get group rates, special discounts and organize travel. Provide in-house workshops on vacation planning.

· Distribute job responsibilities. Make sure a back up is designated for the vacationing employee. It is difficult for a staffer to relax if they worry that they will return to an overflowing desk, voicemail and e-mail.

· Establish voice mail and email vacation greetings. This not only reminds the employee to change the greetings but gives them a quick format to do so. This helps to eliminate the flooding upon return.

· Give an extra half-day off before the vacation. This not only helps the employee with last minute plans and details, it builds loyalty. It makes it clear that the company really values their contributions.

· Eliminate last minute projects. Nothing is worse than trying to exit and a bunch of new work gets dumped. Work with the employee to get major projects out of the way at least two weeks before the vacation.

· Encourage at least a week’s vacation. Long weekends really do not give enough time for relaxation. Make sure company policies and supervisor’s attitudes encourage employees to take the vacation time they need.

· Discourage “call-ins” while on vacation. Traditionally viewed as the sign of dedication, employers now recognize that it interferes with true relaxation and can be very unhealthy.

· Allow a gentle re-entry. Don’t bombard the returning worker with stacks of work and projects. Demonstrate your interest by scheduling time to visit with the employee about his vacation.

Article written by Barbara Bartlein, CSP, is The People Pro ®, and President of Great Lakes Consulting Group, LLC, which helps businesses sell more goods and services by developing people. She presents keynotes and seminars on stress management, balance, productivity, customer service and leadership. She can be reached at 888-747-9953, by email at: barb@ThePeoplePro.com or visit her website at http://www.thepeoplepro.com

From time to time Marketing Executives are forced to revisit their budgets and reduce costs. We all have been there. We are increasingly forced to produce more with fewer resources. Attending Trade Shows tends to be on the Top Five List of expenses that might be cut; along with people, compensation, promotional materials and advertise, not necessarily in this order (Source: my fifteen years of Marketing experience.

It is very difficult to measure the Return on Investment (ROI) on Trade Shows; primarily, because very little sales are done on the Trade Show floors. Also, leads generated at these events are usually not acknowledged until a Sales Rep has to justify attending the next trade show that happens to be in Las Vegas.

So– Does Trade Show Really Work?

Attending trade shows may not always help your numbers, but not attending them will hurt your business whether you are participating with a booth or just attending. It’s nearly impossible to quantify brand exposure, industry recognition, networking activities, and continue education in Trade Shows attendance. And these are what you can always count on if the show is done right and you do a good job of what you are supposed to do.

So here are some suggestions to help you get all of the benefits a good Trade Show has to offer:

1. Think ahead.

If you are not outsourcing the set up of your booth, you must anticipate everything you will need while you are there. And if you are still reading this, chances are that you have been delegated this task. Ship things earlier than you think you should, unless the show has strict regulations about receiving packages prior to the show. Advance your shipping by two weeks if you are attending an international trade show.

Reserve your booth space as soon as registration is open, so your booth doesn’t end up on the way to the bathroom. Book your hotel at that time. You want to stay where most of your customers and prospects are staying. Send reminder cards with your booth information and the fantastic giveaway to your customers and prospects no later than ten days before the show. Make a list of whom you want to target. It’s best to have a check list to remind you of the things people tend to forget; such as giveaways, flowers, table cloth, banners, utensils, carpet, and business cards, target list are a few examples.

1. Bring plenty of business card.

You must be thinking who would forget to take business cards to a trade show, right? But many experienced people do. Some may even forget the business cards in their hotel room. Others will run out of them before the end of the show. Take them to breakfast, keynote speeches, workshops and even area attractions. You never know when you will bump into a hot prospect.

1. Less is more.

Stick to one or two things you want people to remember. You have 90 seconds to make a good impression before your prospect loses interest. Blabbing away about your product or service will reduce your 90 seconds to half. And you don’t need those expensive brochures. Most buyers will arrive at the show with a plan. They don’t have time to see everyone and they don’t want to. So if they make a detour to your booth, be grateful, courteous and friendly in 90 seconds, this is how much time you will have to grab their attention, make a good impression and set the bait.

1. Floor of Attraction.

Lights, color, food, pictures and location are keys to great booth traffic. Everyone has this knowledge down to a science. When everything is equal, the variance is the people manning your booth. Smiles and attitudes are the floor of attraction. Make sure you are staffing your booth with people who want to be there. Even the most competent sales person can be hung over or not in a happy mood.

5. Follow up.

Unfortunately, there is a likely chance that every prospect you met will be contacted by every competitor on the floor. Writing personal notes on your 90 seconds of personal conversation will gain you points and possibly a future meeting. If you have done your home work, you know something about everyone you want to meet. Use things such as recent promotion or vacation, area attraction, keynote speaker, etc. Now, if you really want to make the cut and secure your front runner place with that prospect before anyone else does, send them a personal e-mail on the day you meet them on the trade floor. Most people will check their e-mails during trade show and there is a good chance that you may see those prospects again before the end of the show. That short e-mail needs to thank him for stopping by, entice them at a glance from the preview window and ask for a meeting. This will only get you the customer, not the sale.

Reprinting this article is permitted to use it in your ezine, at your website or in your newsletter with this footer included.
Article written by Ana Barreto, President of Blue Hudson Group, a Marketing Consulting Company, specialized in Sales & Marketing Training, Interpersonal Relationships with Myers Briggs Type Indicator (MBTI), and Women in Leadership. She is a Sales & Marketing veteran in the Hospitality Industry and has worked for industry leader such as Marriott Corporation, InterContinental Hotels Group, Holiday Inns and others over the last 20 years.   She holds a Bachelor Degree in Marketing from Marymount College and an MBA from University of New Haven.   To access more original content and learn more how to overcome the challenges of business in the new millennium, please visit us at www.bluehudsongroup.com

In the year 2012, it is estimated that “Gen Y” will represent over 50% of the workforce in America, which now accounts for 31%. People born after 1980 will be the driving force behind business. Yes, that’s right. These youngsters with I-pods, I-phones, wearing $500 jeans and drinking $4.95 cups of coffee will be answering our phones, processing orders, selling securities, tending deli counters, teaching children, driving buses, treating illness and so on. This technology savvy group will replace a large chunk of Boomers (people born 1946 – 1964), who currently make up the main workforce with a 45% representation and are about to retire.

There are already many people alarmed about this major shift. For the past 20 years, the Boomer Generation has been the majority work force in America and responsible for the views, ethics and leadership at work. Although it is not a cause for alarm, it is a cause for concern and preparation.

There is a smile on my face when I think that the Gen Y is about to give the Boomers a taste of their own medicine. Just ask the “Mature” Generation (People born between 1900 – 1945) who preceded the boomers. The boomers, known for their rebellious ideas and behaviors drove the “Mature” Generation crazy. And the Gen Y is already giving the boomers lots of gray hair.

So what’s so unique about this group?

The Generation Y should really be renamed Gen “I” for “Instant Generation”. They live for instant message, instant news, instant games, instant communication, instant e-mail, instant media, speed dating and etc. Basically they expect instant gratification in every way.

Gen Y is a generation that needs to stay connected. They are multi-taskers, environmentally responsible, worldly, technical, and educated and have a hard time functioning outside of teams and group situations. Even if they do work independently, they need to feel that they are a member of a community or team.

Gen Y is also a generation hooked on make-believe “Reality” TV. They demand instant recognition and require constant reward for any effort – large or small. This is a generation not willing to wait for the fruit of their labors to blossom. Unfulfilled “Y’s” will jump from job to job where employers are unable or unwilling to give them the instant gratification - money, status or freedom - they are looking for and believe they deserve. This doesn’t mean that this generation is superficial or money hungry. They just feel entitled based on their education, smarts or potential and the dynamics of their generational upbringing.

Here are some suggestions to motivate and win over the hearts and minds of this “instant” orientated workforce:

1. Post your jobs electronically. Be creative. Use YouTube, Myspace, Blogs, Message Boards, etc.

2. Keep up with the latest technology. Blackberries, virtual offices, wireless spaces, e-conferences, text messages, web-casts, etc.

3. Include them in the decision making process. Listen, listen and then listen again. This generation can tap into multiple market segments and create or identify the next big gadget or trend.

4. Teach them to socially connect with people. Get them to participate in small high functioning teams. These people can express their deepest thoughts online to strangers and feel awkward doing so in person or with someone they work with face to face. Assessments such as Myers Briggs Type Indicator (MBTI) can teach them about their in born preferences, communication styles and teamwork.

5. Be honest and deliver what you promise. This generation will respect the people/products they trust. Broken promises may cost you beyond your expectations. You may see your company name or product reputation damaged via anonymous blog or message board postings. They are also forgiving of people who admit they made a mistake.

6. Be flexible about career progression. One size doesn’t fit all with this generation. You cannot promote everyone on the third week of the job, but you can speed up the process for brilliant individuals. Having a clear and challenging career path will decrease turnover rates.

7. Respect personal time. These are individuals who will travel miles and plan months in advance to see a Maroon concert. Do not expect them to give up their personal interests for overtime or last minute business that you didn’t anticipate. Also, 9 to 5 schedules and two weeks vacations don’t belong in their agendas. This group will work the hours to get the job done and take the vacation time needed to reflect their life style even if without pay.

8. Develop young talents to mentor and develop other younger talents. This is a unique generation quite different from the prior two generations (Gen X and Boomers). These two prior generations may not be as accepting and understanding of the uniqueness of Gen Y.

9. Educate staff on generational clashes. Some people are still skeptical about the values and attitudes that shape an individual and a generation. All generations have strengths and they all can contribute to the success of the company.

Reprinting this article is permitted to use it in your ezine, at your website or in your newsletter with this footer included.
Article written by Ana Barreto, President of Blue Hudson Group, a Consulting Company, specializing in Sales & Marketing Training, Myers Briggs Type Indicator Assessment, and Leadership Development. She is a 20 year veteran in the Hospitality Industry with Marriott Corporation, InterContinental Hotels Group, Holiday Inn and others. She holds a Bachelor Degree in Marketing from Marymount College and a MBA from the University of New Haven. Visit www.bluehudsongroup.com to learn more and access other original content like this.