Cascading…
July 1st, 2008 by 
scottkwilder Tactics to use to retain and train Gen Y:
- Flexible hours
- Flexible vacations
- Mentoring programs
- Creative compensation — not just $$
- Constant feedback
- Incentives tied to group performance
And don’t forget to give them constant feedback. But I would like to touch upon the last bullet point about incentives. It can be really powerful to reward not just the individual, .. but also how the individual does as part of the team and part of organization. At Intuit, we call it ‘cascading’ — making sure that the CEO’s goals and objectives cascade down to everyone in the organization.
When I manage folks, I am always looking at how their professional goals cascade up and cascasde down.
Posted in About Generation Y, Blogs, Career, Future of Work | 
July 8th, 2008 at 8:41 am
I’d add two things to that list is:
1. Always explain why.
Why do you want them to do this? Why is it important to the organization? Or in a different situation, why are you saying no? Make your decision-making transparent.
2. Be their coach, not their boss.
Get used to being treated as an equal, albeit one whose skills hopefully impress them. Concentrate on enabling them to do superstar work for you, not ordering them to do so.
This basically defines my style as a manager, especially when I’m dealing with 20-somethings:
http://insidescoop.wardrobechannel.com/2008/07/startup-lessons-10-be-a-great-coach/
July 8th, 2008 at 9:33 am
Just to answer some of the questions from one of the recent comments
1. Always explain why.
Why do you want them to do this? Why is it important to the organization? Or in a different situation, why are you saying no? Make your decision-making transparent.
SW: I think any employee, coworker, etc. can benefit from having some context about why decisions are made. The more background info you can give them, the more they will understand why decisoins are made. As a manager, I try and be as transaparent and open with any of my staff, whether or not they are part of Gen Y or not. I just know that Gen Y appreciates the openness.
.. And I say ‘try’ because there will be sometimes when you can not share everything with them, especially if it involves another employee
2. Be their coach, not their boss.
Get used to being treated as an equal, albeit one whose skills hopefully impress them. Concentrate on enabling them to do superstar work for you, not ordering them to do so.
This basically defines my style as a manager, especially when I’m dealing with 20-somethings.
SW: Great. I am sure you are seeing benefits for taking this approach.