VP and Global HR Head, Virtusa Corporation
Sundararajan Narayanan is the Vice Presidentand Global HR Head at Virtusa, a well-known informati... more>>
Challenges in handling Gen-Ys include providing them work related challenges, flexible schedules, recognition in terms of titles and pay, constant supervision and taking care of people issues (as faster growth may lack experience in handling softer issues). With organizations focusing on fast paced growth, it is an opportunity to have resources that also look forward to the same. Organizations need to convert all the challenges of handling Gen-Ys into opportunities in achieving their target. Gen-Ys, who are known for being optimistic and for their ability to multitask, are really the best bet for current work environments. The industry need currently is for those who are technically sound and can collaborate, work effectively in teams, with defined objectives and be resourceful and innovative in delivering the outputs and contributing to the bottom line.
With increasing percentage of Gen-Ys at workplace, organizations are gradually witnessing a sea change in the way they communicate, style of working, school of leadership and in setting standards on performance and rewards. Organizations need to move from traditional ways of messaging to instant communication through use of social media, blogs, text and in-person meetings. From a work perspective it calls for organizations to concentrate on work life balance, flexibility, being accommodative of new ideas, and identifying opportunities to map the need for challenging work and learning urge. Gen-Ys are to be managed and lead in a collaborative approach where they are given clear direction, structure and right expectations from the start. They look forward to get encouraged and be held accountable. They also expect effective coaching and mentoring from their seniors in achieving higher performance. Micromanaging and taking away their freedom in the way they think or perform are the least they expect from their leadership. A culture which enables a flat and fun-filled work environment adds to their delight.
At Virtusa, we have come up with many initiatives which effectively communicate and cater to the growing needs of Gen-Ys. One such example is our internal social media collaboration platform, which helps our team members to collaborate and bond in a social, environment. This collaboration tool has resulted in idea generation, looking at problems differently, voicing their concerns, etc., which has helped the company to evolve and align based on the feedback and aspirations of one of our key stakeholder the Gen Yers.
Initiative such as "Performance Excellence Program" or PEP is targeted at Gen-Ys provides them with a platform to strengthen their expertise and excel in their role. The PEP training & feedback help them gauge performance and enhancing their skills. Outstanding performers are identified through transparent metrics and rewarded for their contributions.
With an understanding of the importance that Gen-Ys lay on their career and growth, we have launched the Talent Velocity- Performance Management Tool, which ensures their career needs are rightly tracked and managed from the objective setting to feedback and recognition. Top performers are provided with stretch roles and challenging opportunities resulting in faster promotions and career growth.
However, with the organization being multi-generational and there being more similarities than differences among the generations, attributes valued by all the generations need to be taken care off. It becomes all the more essential to keep everybody engaged and oriented towards achieving common organizational objectives and goals.
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