By Meredith Camp

It’s no secret that there is a major difference between Baby Boomers and younger generations when it comes to work and priorities. Those approaching retirement eligibility grew up very differently from their children and what they seek in the work environment is directly impacted by that. According to a brief by Government Business Council analysts, the top five federal agencies to draw the Gen Y group in are:

• Nuclear Regulatory Commission (NRC)
• National Aeronautics and Space Administration (NASA)
• Federal Trade Commission (FTC)
• Department of Commerce (DOC)
• Federal Energy Regulatory Commission (FERC)

But what are these agencies doing to meet the needs of these up-and-coming employees? They may not be catering to every 20-something’s checklist of demands, but they are certainly coming closer to understanding their priorities in order to adapt to the future workforce. Below is a list of many (although not all) of conditions Gen Yers expect from their employers.

• Tech capabilities that match their own
• Work that they value/the ability to make a difference
• Team-oriented work
• Greater autonomy
• Quality feedback from supervisors
• Recognition
• Work-life balance (greater flexibility: flex hours, telework capabilities)—often valued over financial compensation
• Ability to question authority and the status quo
• Environmental awareness and impact
• Lack of desire to commit a lifetime to one organization (career path and growth valued over simply having a steady job)
• Compatibility with coworkers/making friends in the workplace

What unique characteristics have you noticed in your Gen Y employees and coworkers?