Y Size Your Business
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An overview of Jason Dorsey's book, Y Size Your Business, with a message to students about what to expect once they hit the professional job pool.
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Y Size Your Business
- 1. Utilizing A New Generation Presented By Leah Bothamley
- 3. Gen-Y Perception Too Individualistic Not Committed to Employers Act Entitled/Spoiled Not Professional“Of course I brought My resume- It’s tattooed Right here.”
- 4. Issues Facing Generation Y External Largest workplace Generation Gap in history Employment uncertainty Internal Having a lack of respect for traditional practices and protocols Tech dependency Neediness for “Instant Access” When your clothes are done…I’ll txt ya! LOL
- 5. “Anyone who says Gen Y is lazy, unmotivated, or can’t be a professional, simply doesn't get Gen Y.” -Jamie Yarrow, President of Terra Resort Group
- 6. Different Priorities Different Personalities A new Attitude toward work “Where I work is not as important as what I do” “Working for a company for 40 years indicates a career stall” “Pay is not my top priority” Identifies loyalty with effort, not tenure Prefers wide-ranging experiences Embraces extroversion Gen Y vs. Boomers
- 7. Companies Who Y-Size Benefit Increased productivity Lower labor costs Consistency
- 8. Final Thoughts Our generation is creating ripples in the business world and may ultimately be altering the traditional business environment. Be prepared to face bias but look forward to exploring new opportunities.
Editor's Notes
- The author Y-Size Your Business and a Generation Y member, Jason Dorsey, is often asked: Why should I hire your generation?
- 99% of this class is comprised of Generation Y students who are gearing up to enter a very competitive job market. We are the new emerging generation and we are 80 million strong.Generation Y is defined by those individuals born around the boom of modern technology and birth of Information Age, generally in the 1980’s and 90’s, although this author contends that the Generation Y can be as old as 35. As you can see from the word cloud, being raised in a high tech and rapidly changing world has it’s benefits. There are also downfalls to being “us.” The general theme throughout the book is focused on the employers perception of the new generation of employees.
- Mr. Dorsey has uncovered the general perceptions that employers have about 20-something employees. Above all, employers are worried about our professionalism and commitment levels. Fair or not, there are quite a few examples given in the book of how our generation has managed to project a “What can my company do for me” image.
- The book clearly identifies the External (uncontrollable) and Internal (controllable) issues that we should be aware of as we penetrate the job marketGeneration Y is known for “fighting the traditional system.” After all, why apply to start in the mail room when we feel confident enough to sit in the CEO’s seat? Don’t answer these questions, but just think about them:Who does or has slept with their cell phone, tablet, or laptop?Who has used 3 or more multimedia devices simultaneously in a 5 minute time frame (cell phone, tv, laptop, etc)Have you ever felt actual anger when your “Instant Access” to the internet is disrupted?Being needy and tech dependent effect our productivity and effectiveness at work and older generations pick up on that.
- But…every generation has it’s downside and Generation Y is proving to be an employers untapped dream team. Levi will now discuss with you why some employers are starting to change their business environments to suit our work ethic.
- The general personality traits evident in Generation Y all across the globe produces a general list of priorities and attitudes toward work that are fundamentally different than previous generations, which creates friction in the workplace. For example, older generations identify loyalty with tenure and feel that a 40 year history with the same company is a mark of career success. However, a Gen Y’er will be heard saying, “Working for a company for 40 years indicates a career stall.” Companies who are taking action to create training and incentive programs that reinforce a Generation Y priority are seeing amazing results.
- While performing consulting work around the world, Mr. Dorsey has discovered time and time again that we deliver tremendous workplace performance and loyalty at an incredible value when managed correctly.As previously noted, Gen Y’ers aren’t motivated by money and yet are far more likely to work non-paid extra hours for a company if they are engaged, challenged, and feel a genuine connection to a company or mission.Internationally consistent personality traits, creating an international “culture”
- The focus of this book is to help employers adapt to the Generation Y work ethic in order to increase growth and profitability. Through that message, this book was also able to clearly identify the issues and opportunities that we, as a generation, face. As the Boomer generation retires around the world, a new wave of innovators is gearing up to takeover.