The persons from the generation Y working in a business are characterized as “independent”, “multi-tasking”, and even as “impatient” individuals. They are familiar with new technologies. They are driven and have the capacity to learn on an ongoing basis, they are mobile … and they have the choice of commitment or not, depending on the material conditions and the working atmosphere – if they meet their aspirations or not.

The full employment context does not contribute to close the gap between the new and old generations: for every rare successful integration, compromises follow deceptions.

The result is that the majority of employers feel helpless, to a point that they feel they can not deal with it anymore. The objective of this training is to widen the executives’ and managers’ vision by exploring new methods to recruit and manage the generation Y’s integration in the other generations.

Business Managers, Sales and Marketing Managers, Customer Quality and Service and Manager of Operations.

• Understand the generation Y
   
• Realize the real challenges brought by this generation
   
• Integrate the needs of this generation in the everyday framework and environment
   
• Know how to write a job offer in the generation Y language
   
• Know how to communicate, particularly during the recruitment and welcome steps – knowledge of the language to avoid
   
• Learn the best practices for the workers of this generation during the key steps of acquiring autonomy
   
• Find the true sources of motivation over the long term and design strategies to respond to them
   
• Conduct the change with the other populations and know how to bring the generations together
   
• Lay the foundations for an efficient succession, for every grade and level of the businesses
   
• Become an employer of choice for the generation Y

1. BREAK THE MYTHS: THE GENERATION Y IS A GLOBAL PHENOMENON AND A HEAVY TREND
    
2. WHAT WE CAN EXPECT FROM THE GENERATION Y
    
3. THE COMMITMENT FOR THE GENERATION Y: IDEAS AND VALUES
    
4. MUTUAL SEDUCTION AND MUTUAL TRUST
    
5. HOW TO ATTRACT THE YOUNGTERS AND ENSURE THE OLDER WORKERS DON’T RUN AWAY: THREE LEVELS OF PROBLEMS
    
6. THE NEW DIMENSIONS AND INDICATORS OF THE QUALITY OF LIFE AT WORK
    
7. HIRING AND INTEGRATION PROCESS
    
8. DEVELOPMENT OF SKILLS AND THE ROLE OF MENTORS
    
9. DEVELOPMENT OF A SUCCESSION PLAN AND THE ROLE OF THE MANAGER
    
10. MANAGEMENT OF DIFFICULT SITUATIONS AND THE ROLE OF THE SUPERVISORS