Flexible schedules, advancement opportunities, changing departments within the company, increased compensation/responsibility; these are a few of the changes employers are going to have to make to attract and keep the next generation employees.    Tamara Erickson, consultant in Massachusetts and author of Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent, said “If you want to hire college-educated, you’re going to be completely screwed, because there are not going to be enough college-educated people by a long stretch of the imaginationYou’ve got to really be a best-in-class employer.” With the Baby Boomers phasing out of the workforce and the Generation Y crew beginning to step in to the helm, businesses are learning quickly that the rules of employment have shifted.  The old ways of business are on the outs.  A text messaging, IPOD listening, fast moving group has made their way into workplaces all over.    Hiring long-term employees might be a thing of the past.  The new Generation Y employees are looking to get exactly what they want out of an employer, or they will leave and find one that will. Another excerpt from an article in the Arizona Republic says, “If you look at the world many boomers entered, it’s very hierarchical,” Erickson said. “That’s not really interesting to Y’s. They want to be judged on their own capabilities. They don’t want to be told they can’t take the challenge now.” The Generation Y’s consist of anyone born between the year 1977 and 1991.The are a highly confident and technically skilled group of up and comers.    

Are you bracing yourself, if you’re an employeer?  Are these types of changes going to help or hurt your company’s culture?