Learning and Development

Learning and development have become common workplace terms with many organizations devoting full-time staff and entire departments and sometimes incorporating entire corporate universities for the structured learning and development of their employees. This is great for Gen Yers because they will show up, even in the interview, wanting to know how the company will invest in their personal learning and development. Providing these opportunities will be a core component of employing Gen Y.

For employers who do not have a learning and development mindset, it’s time to start. It doesn’t have to be a budget-buster. Mentoring programs can be implemented very cost-effectively as can Leaders as Teachers programs. In both of these development opportunities, you are using existing talent to grow and develop new talent. We’ve included more learning and development options in Chapter 15.

May we suggest a few areas where these learning and development programs may want to focus? Well, since you asked…. If it were our company, we would build programs that help Gen Y gain abilities in extended times of focused concentration on a person, topic, or problem. This is a great area for mentors and current leaders to begin growing this young talent. And Gen Yers will respond favorably to the personal attention.

Another area is around structure and time on the “clock.” All of their childhood, scheduled sporting events gave Gen Yers a lot of structure, and they will expect to have structure in the workplace, too. However, just like their sporting events, they expect to show up, complete a task or solve a problem, and then go home or elsewhere. They do not see any point in hanging around because the 5 o’clock whistle hasn’t blown yet. (Does anyone still blow a 5 o’clock whistle?) Helping Gen Y understand the current structure and create their own where needed will be a great way to help them develop.

Gen Yers like a challenge, so help them understand the bureaucracy so that they can jump into areas of opportunity and show off their capabilities. They love problem-based learning, so once they understand which sacred cows should be kicked and which ones just aren’t worth it, turn them loose on some of your stickiest problems. Let them work in small teams and give them space to solve the problem. We think you’ll be surprised at what they can do.

A few other areas we might suggest for the development of Gen Y include

•   communication and self-awareness;

•   self-management;

•   financial acumen;

•   critical thinking and problem solving; and

•   writing skills.

Mentoring is a great way to develop Gen Y, and since they appreciate structure and stability, it will help to create a formal process, with set meetings and a more authoritative attitude on the mentor’s part. ⁷

In addition to developing Gen Yers, remember to cut them a little slack when they first enter the workforce, especially if they’ve had had to, ah-hum, “start at the bottom.” It’s hard on them. They weren’t expecting this. You can see it in this Gen Y quote:

Collectively, my generation has an abundance of pride, and it takes a great deal of discouragement and failed attempts for one to admit that they graduated and now work at Macy’s or Olive Garden. Actually, it wasn’t until graduates couldn’t financially survive that they surrendered to working as a hostess after dedicating so much time and effort throughout college.

Perhaps we, the Millennial Generation, felt too entitled to a decent job with benefits upon graduation and that’s why it is so hard to settle for less. Perhaps the realization that our dream jobs are not even open to applicants is what brought on the fear and anxiety. That feeling of entitlement quickly vanished as the job market began to crash, and more graduates prepared themselves to fail rather than succeed in finding this so called “deserved” job.⁸

So reality hits even the most optimistic at some point, just like it did and is still doing for the Boomers and Gen Xers. The only difference between us and Gen Y is that when reality hits, it will feel more familiar to us.

It’s true that Gen Y is asking for a lot when it comes to work and work-life balance. Even more frightening is that if the Boomer and Gen Xer bosses are not giving it to them, they may request a new boss. After all, they had their parents request a new teacher when the one they had wasn’t meeting their needs. They changed university professors when the teaching wasn’t what they wanted or expected. Why should they have to endure a boss who isn’t working for them? It could happen, so the Boomer and Gen Xer bosses shouldn’t be surprised. However, if it’s a pattern, then they may want to do a little growth and development of their own.

Regardless of the daunting list of wants, it is possible to create an environment that is attractive to this generation. Now, we haven’t worked there personally, but we think Google may have it figured out. Here’s what they offer according to their web site (www.google.com):

Google’s founders often state that the company is not serious about anything but search. They built a company around the idea that work should be challenging and the challenge should be fun. To that end, Google’s culture is unlike any in corporate America, and it’s not because of the whimsical lava lamps and large rubber balls, or the fact that one of the company’s chefs used to cook for the Grateful Dead. In the same way Google puts users first when it comes to online services, Google puts employees first when it comes to daily life in its offices.

Benefits Philosophy: We strive to be innovative and unique in all services we provide both to customers and employees, including our benefits and perks offerings. We realize and celebrate that our employees have diverse needs, and that this diversity requires flexible and individually directed support. Our priority is to offer a customizable program that can be tailored to the specific needs of each individual, whether they enjoy ice climbing in Alaska, want to retire by age 40, or plan to adopt three children.

Health and Wellness

Medical Insurance: Three Carriers

Carriers for California:

•   Blue Shield: PPO (Preferred Provider Organization) or HMO (Health Maintenance Organization)

•   CIGNA: PPO or EPP (Exclusive Provider Medical Benefits)

•   Kaiser

Carriers for Other States:

•   Blue Shield: PPO (Preferred Provider Organization) or OOA (Out of Area)

•   CIGNA: PPO or EPP (Exclusive Provider Medical Benefits)

Dental Insurance

Comprehensive coverage through Delta Dental

Vision Insurance

Exams, contacts, lenses and frames all generously covered

Flex Spending Account Plan

Includes Health Spending Account, Dependent Care Account and Qualified Transportation Benefit

EAP—Employee Assistance Program

Services for employees and their dependents include free short-term counseling, legal consultations, financial counseling, child care referrals and pet care referrals

Life and AD&D Insurance

Automatic coverage at two times annual salary

Voluntary Life Insurance

Option to purchase additional life insurance

Short-Term and Long-Term Disability

Short-Term Disability Insurance coverage provided at approximately 100% of normal of salary. Long-Term Disability coverage provided at 66⅔% of salary once Short-Term Disability is exhausted

Business Travel Accident Insurance

Automatic coverage at two times annual salary

Retirement and Savings

Google 401(k) Plan

Employees may contribute up to 60% and receive a Google match of up to the greater of (a) 100% of your contribution up to $2,500 or (b) 50% of your contribution per year with no vesting schedule! We offer a variety of investment options to choose from, through Vanguard, our 401(k) Plan Administrator. To help you with those tough investment decisions, employees can access Financial Engines to receive personalized investment advice.

529 College Savings Plan

This plan provides employees with a way to save money for post-secondary education

Time away

Vacation

•   1st year: 15 days

•   4th year: 20 days

•   6th year: 25 days

Holidays

12 paid holidays (sick days taken as necessary)

Maternity Benefits

Up to 18 weeks off at approximately 100% pay

Parental Leave (for non-primary caregivers)

Up to 7 weeks off at approximately 100% pay

Take-Out Benefit

To help make things easier, new moms and dads are able to expense up to $500 for take-out meals during the first three months that they are home with their new baby

Benefits … Beyond the Basics

Tuition Reimbursement

We’ll help you pursue further education that’s relevant to what you do. You must receive grades of “B” or better. Why a “B” or better? Because we said so. Tuition reimbursement is $12,000 per calendar year

Employee Referral Program

Good people know other good people. Our best employees have been hired through referrals. Google encourages you to recommend candidates for opportunities here and will award you a bonus if your referral accepts our offer and remains employed for at least 60 days

Back-Up Child Care

As a California employee, when your regularly scheduled child care falls through, Google will provide you with five free days of child care per year through Children’s Creative Learning Center (CCLC); 13 Bay Area locations serving ages 6 weeks to 12 years

Gift Matching Program

Google matches contributions of up to $3,000 per year from eligible employees to non-profit organizations. Bolstering employee contributions to worthy causes with matching gifts doesn’t just mean helping hundreds of organizations, both locally and globally; it’s also a tangible expression. We want Googlers to get involved—and the company is right behind you.

Adoption Assistance

Google assists our employees by offering financial assistance in the adoption of a child. We’ll reimburse you up to $5,000 to use towards legal expenses, adoption agencies or other adoption professional fees. Parental leave and take-out benefit also apply

Benefits … Way Beyond the Basics

Food

Hungry? Check out our free lunch and dinner—our gourmet chefs create a wide variety of healthy and delicious meals every day. Got the munchies? Google also offers snacks to help satisfy you in between meals

On-Site Doctor

At Google headquarters in Mountain View, California, you have the convenience of seeing a doctor on-site

Shuttle Service

Google is pleased to provide its Mountain View employees with free shuttles to several San Francisco, East Bay and South Bay locations

Financial Planning Classes

Google provides objective and conflict-free financial education classes. The courses are comprehensive and cover a variety of financial topics

Other On-Site Services

At Google headquarters in Mountain View, there’s on-site oil change, car wash, dry cleaning, massage therapy, gym, hair stylist, fitness classes and bike repair

Other Great Benefits

Halloween and holiday party, health fair, credit union, sauna, roller hockey, outdoor volleyball court, discounts for products and local attractions.”⁹

And they didn’t stop there! Google goes for the heart of their employees. Here are their Top 10 Reasons to Work at Google:

1.   Lend a helping hand. With millions of visitors every month, Google has become an essential part of everyday life—like a good friend—connecting people with the information they need to live great lives.

2.   Life is beautiful. Being a part of something that matters and working on products in which you can believe is remarkably fulfilling.

3.   Appreciation is the best motivation, so we’ve created a fun and inspiring workspace you’ll be glad to be a part of, including on-site doctor and dentist; massage and yoga; professional development opportunities; shoreline running trails; and plenty of snacks to get you through the day.

4.   Work and play are not mutually exclusive. It is possible to code and pass the puck at the same time.

5.   We love our employees, and we want them to know it. Google offers a variety of benefits, including a choice of medical programs, company-matched 401(k), stock options, maternity and paternity leave, and much more.

6.   Innovation is our bloodline. Even the best technology can be improved. We see endless opportunity to create even more relevant, more useful, and faster products for our users. Google is the technology leader in organizing the world’s information.

7.   Good company everywhere you look. Googlers range from former neurosurgeons, CEOs, and U.S. puzzle champions to alligator wrestlers and Marines. No matter what their backgrounds, Googlers make for interesting cube mates.

8.   Uniting the world, one user at a time. People in every country and every language use our products. As such we think, act, and work globally—just our little contribution to making the world a better place.

9.   Boldly go where no one has gone before. There are hundreds of challenges yet to solve. Your creative ideas matter here and are worth exploring. You’ll have the opportunity to develop innovative new products that millions of people will find useful.

10.   There is such a thing as a free lunch after all. In fact we have them every day: healthy, yummy, and made with love.¹⁰

Yes, it’s a jaw-dropping list and not just appealing to Gen Y. It looks pretty good to Boomers and Gen Xers, too. In fact, Google, if you’re looking for some seasoned talent, give us a call. We’ll be waiting by the phone.

For those companies less fortunate than Google, relax. Remember the parade: Gen Y is continually filing into the workplace parade, and their numbers are massive. They are going to need more jobs than there are jobs available, so if you can’t compete with Google, don’t worry. Gen Y will also eventually be celebrating the day their friends get a job—any job.

Notes

1.   Tapscott, Don. Grown Up Digital: How the Net Generation Is Changing Your World. New York: McGraw-Hill, 2009. Print. p. 153.

2.   Kelleher, David. “Social Networking at Work: Fear Not Facebook, MySpace?” ITworld. ITworld’s Daily Newsletter, 23 Feb. 2009. Web. 24 July 2010. http://www.itworld.com/internet/63062/ social-networking-work-fear-not-facebookmyspace?page=0,2.

3.   Hoang, Daniel. “Sample Social Networking Policy.” TBusinessEdge.com. 6 Mar. 2009. Web. 24 July 2010. http://www.itbusinessedge.com/cm/docs/DOC-1257.

4.   Hewlett, Sylvia, Laura Sherbin, and Karen Sumberg. “How Gen Y and Boomers Will Reshape Your Agenda.” Harvard Business Review. 1 July 2009. Web. 24 July 2010. http://hbr.org/product/how-gen-y-and-boomers-will-reshape-your-agenda/an/R0907GPDF-ENG.

5.   Armour, Stephanie. “Generation Y: They’ve Arrived at Work with a New Attitude.” USATODAY. 11 Nov. 2005. Web. 24 July 2010. http://www.usatoday.com/money/workplace/2005-11-06-gen-y_x.htm.

6.   Stauffer, David. “Motivating Across Generations.” Harvard Management Update (Mar. 2003): 4. Print.

7.   Thielfoldt, Diane, and Devon Scheef. “Generation X and The Millennials: What You Need to Know About Mentoring the New Generations.” American Bar Association—Defending Liberty, Pursuing Justice. Law Practice Today, Aug. 2004. Web. 24 July 2010. http://www.abanet.org/lpm/lpt/articles/mgt08044.html.

8.   “No Goals in 2010.” Weblog post. Oilandgarlic’s Blog. 23 Dec. 2009. Web. http://oilandgarlic.wordpress.com/2009/12/23/no-goals-in-2010/.

9.   “Benefits—U.S. Jobs.” Google. Web. 24 July 2010. http://www.google.com/jobs/lifeatgoogle/benefits/#ta.

10.   “Top Ten Reasons to Work at—U.S. Jobs.” Google. Web. 24 July 2010. http://www.google.com/jobs/lifeatgoogle/toptenreasons/.