Tips for Managing Recent Graduates

Workforce management requires the ability to communicate and motivate employees of all ages and backgrounds. However, some managers are now at a loss when it comes to handling recent college graduates. Generation gaps, culture differences, and a widening array of individual goals can make it hard to motivate younger employees. Ramping up communication, being willing to evolve, and developing a new perspective can help you hire and keep the best recent university graduates.

According to a survey commissioned by Millennial Branding and the freelance site oDesk, many of generation Y's recent college graduates value flexibility above more traditional benefits such as pay or title. These "me-generation" employees want the ability to work from anywhere, preferably at any time. They want to travel, set their own goals, and turn in projects via a laptop while they sip coffee and wear pajamas. Employers that aren't willing to accommodate this growing desire for telecommuting may well find themselves unable to attract the right levels of talent in the future. Indeed, many recent college graduates aren't waiting for someone else to make it all possible. Many younger workers consider traditional employment a backup plan until their freelance careers or startup companies take off.

Accommodating demands for flexibility will enhance your ability to attract some of the most talented college graduates, but communication is also important. New workers—with or without specific credentials such as a university diploma—are used to being in the know. Many generation Y employees have grown up with a constant stream of information via 24-hour news, Internet, and mobile connections. They consider themselves to be intelligent, worldly, and well informed, and they expect to be treated as such by employers. Managers will have to walk a fine line between keeping recent college graduates informed and keeping sensitive information confidential. Leadership may need to reevaluate what information to share with staff on a regular basis, because younger workers see a lack of transparency as a reason to distrust employers.

Not only will employers need to change their perspectives on younger workers, leadership will need to work to change younger workers' perceptions of employment. According to recent surveys, recent college graduates may have unrealistic expectations about things like pay and professional behavior. Younger candidates are likely to be skilled in technical applications but unequipped to deal with traditional office environments. Management styles will need to include mentoring skills that can correct false perceptions without belittling younger workers.

Every employer has a different view of the value of recent college graduates in the workplace, but the new knowledge and excitement young workers bring to your team can be invaluable. Spending the time to develop flexible work practices, open up communication channels, and implement mentoring programs is important if you want to convert your employment offer from a backup plan to someone's chosen career.

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