Managers move aside: More graduates turn to coaches

by Darren
Kim Coach Jnl 2 15

Good managers manage – great managers coach…

Research has shown that 57% of graduates cited their ideal manager as a coach and mentor figure. Further statistics from the Institute of Leadership & Management indicated that 32% of Generation Y were dissatisfied with their boss’s performance.

This poses the question: How should Generation Y (Gen Y) workers be managed?

These workers benefit more from being coached rather than directed or controlled in a micro-management style. Another interesting research finding showed that these employees should be encouraged to make choices for themselves highlighting how they will achieve the end result, indicating that they are being trusted by management – a factor that 35% of graduates consider important.  

Gen Y are also the biggest in number of all generations, both as consumers and workers. It has been proven that these tech-savvy individuals:

•    Want to be ‘coached’ rather than managed;
•    Value interesting/challenging work with higher salaries;
•    Are ambitious and motivated; and
•    Value both money and status.

Kim Ikel, founder of KimCoach Academy, states that these aspects should be addressed in all Management Programmes and Courses.

In its Management Coaching courses and programmes, The KimCoach Academy focuses on the following key areas with regard to equipping Management and Leaders:

1.    Progression & Staff retention
Often, Gen Y workers are dubbed disloyal job-hoppers, but if there is no opportunity for progression in a company, why would they stay?

2.    Coaching
Gen Y workers benefit more from being coached rather than being directed in a micro-management style. As this ‘coaching’ style of management can be unknown to other generations, it will require specific management training.

3.    Feedback & Recognition
By being provided with feedback and having progress acknowledged, a Gen Y worker feels as though s/he is working towards something and has a purpose. A consistent and interactive management style works best for this generation.
4.    Work-Life Balance
Gen Y values a work-life balance more than other generations and, with this in mind, managers will benefit from considering ways in which to balance the working day.
5.    Expectations
Kim encourages businesses to employ a Gen Y worker to derive more results, in a shorter timeframe.

6.    Learning & Development
Ongoing learning and professional development is important to Gen Y.

7.    Responsibility
Gen Y craves responsibility and involvement in the workplace. This can work in a company’s favour as s/he will naturally become personally invested in the business, producing better results.

By adopting sound management methods for dealing with Gen Y workers, employers will be bringing their business up to speed and making room for the array of passionate potential employees known as Generation Y.

For further information please contact Kim Ikel – kim@kimcoach.co.za

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