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for a promotion. It is important to distinguish that Gen Y employees do not expect
immediate promotions and drastic upward movement; they want to know what
their career progression might look like and be assured opportunity is available.
Since corporate timelines and individual ones are not always in sync; informal
learning between a mentor and mentee is an easy, low-cost activity to initiate and
schedule when the mentor already works for the organization. Mentors can be a
beneficial resource to mentees by providing exposure to a variety of topics that are
more useful to current challenges while preparing them for future opportunities.

TRY IT
Discover and explore the tangible benefits of mentorship for yourself. Reconnect
with peers and junior team members through mentorship to discuss ideas,
consider alternatives, request feedback and plan for career growth. You will see
results and growth in each session. Organizations and teams can draw from
collective knowledge to build stronger, healthier workplaces that Gen Y can be
excited about working for.
Managers with several direct reports and
responsibility for deliverables may find
it unmanageable to provide constant
feedback and could rely on some extra
help. A mentor is trained to listen to Sources: The 2016 Deloitte Millennial Survey, Deloitte Touche Tohmatsu Limited, 2016
concerns, elicit possible solutions https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-millen-
from the mentee, provide feedback or ial-survey-2016-exec-summary.pdf and The Gift of Mentoring, Lawrence, Doug, CreateSpace
suggestions, and can follow up after the Independent Publishing Platform, 2015
solution is applied. The mentor, unlike
a manager, gains the benefit of seeing
a mentee go through all the stages of
problem solving and may be a better
gauge of performance too.

3) PROFESSIONAL DEVELOPMENT

Organizations with first class on-
boarding practices help their new hires
prepare for the immediate expectations
of their job and consider the future,
by building long-term commitment on
career and professional development
goals. Planning for the longer term and
communicating the plans with a Gen Y
is an excellent strategy to overcome
short tenures. Deloitte found job hopping
is on the rise with 44% of millennials
expecting to leave their current job in
less than two years. The good news
is, that the most loyal employees are
likely to stay longer if there is support
or development available to grow their
careers (Deloitte).
Employers with the best intentions for top
performers should not expect Gen Ys to
wait patiently for their name to be called

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