It must share with them the moments of doubt

"Adulescents".

Series of job interviews for commercial for kitchen positions more. A first candidate warns that he will leave Office at 5 pm Tuesday and Thursday for its training of football and that it will not work Saturday on two due to match. A second announces that an "improved smic" him amply suffice as salary because he "lives always with her parents. This is how to strangle the trade of the old school. Franck Ecalard, commercial Director of kitchen more, he does it in moves more. Profiles such as these, it intersects in every day. "These are"adulescents"totally out of the framework of the 1990s." They break the codes for the company. "To support its managers both annoyed and taken aback, Franck Ecalard has implemented a training. Objective: understand who are these young people and teach manager them.

Interconnected

MP3 & jeans, these employees under age 18 to 30 years have been called the generation Y. But more than the age, it is a common culture that brings together. Their creed: interconnection permanent through social networks but also relations within the company. They like ease of use, express their emotions, speak about their private lives.

Enterprising

Children too spoiled and unproductive for the company Far away according to Benjamin Cheminade, expert in talent management. "This generation is full of initiatives but impatient." Qualities, Franck Ecalard recognized at the Y: "some are real knives Swiss, highly adaptable and equipped with a genuine intelligence." Passionate, they are able to count their hours and lead to front several records. Must know to take it. Inveterate zappers, they hated the monotony and flee the constraint. The solution: avoid projects during the long, giving them "punch missions" with challenges. Because they want to advance, learn.

Pragmatic

See the as in the business a way to acquire skills. They refuse the final attachment and do not hesitate to leave if the grass seems greener elsewhere. The solution for managers Maintain individual relationships: answer questions, make quick returns on missions carried out. Bred by the generation may 68, the Y are less permeable to the authority. "The manager should not attempt to impersonate an impassable model is never errors, considers Benjamin Chaminade.". It must share with them the moments of doubt. "Difficult to enforce unjustified orders. They aspire to responsibilities, expect their head of the prospects. And require respect and consideration. Needless to their hammering rules based on values that they consider of another age. It is better to play the pragmatism and cordiality. And because they do not intend to live by and for the company, impose labour weekend, harass the phone is completely unproductive.

Infidels

Morality, it is the management as a whole to rethink. "Beware, this is not only to the company to adapt, prevents Benjamin Chaminade. You need to know type of the fist on the table, keep rules and limits. "The current does not pass Y wants to leave the company It would be pointless to keep. However, question him about the causes of his departure may give clues to best manage future recruits. And in any event, nothing is etched in the marble. A Y will always come back if new opportunities present themselves to him. In short, better is worth to leave on good terms.