You can’t expect Gen Y to graduate college and magically realize the benefits of professional organizations. I’ve been out of college for nearly 10 years and have only just joined my first professional organization, and only after being told repeatedly that I should.
Especially when it’s difficult to find a job, much less a career, spending money on a professional organization might feel like a waste of time and money. You need to recruit Gen Y when they are most impressionable and willing to try new things. You need to catch the future thought leaders of your industry before they take a job at Starbucks. You need a student chapter.
Lets take a look at a few associations already doing student chapters well:
The Society for Human Resource Management (SHRM) makes it easy for students to join and participate. Students anywhere can join SHRM because they have a strong digital presence.
Members receive useful information that informs them on their future industry: digital magazines monthly, newsletters with research reports, sample HR documents and templates to help with coursework, access to online discussion forums and networking sites, scholarships, access to internships, discounts on exams and exam prep materials, conferences and seminars.
On campuses, the organization is run by elected student officers, giving students real life leadership experience that will help them succeed in a post graduate work environment.
The Society of Women Engineers makes their organization attractive to college students because they know that building a larger community of women will create better idea sharing and more voices and perspectives will contribute to issues.
Opportunities to fill leadership roles in a non-threatening environment is a draw to this organization. Membership includes access to scholarships, an online career center where students can get help with résumé writing and job hunting, career guidance and have opportunities to lead seminars and workshops at a national level.
Collegiate membership comes at a low one-time fee and allows students membership for their entire college career and even through the first year of their professional membership.
What goes together better than college students and libraries? It comes as no surprise that the American Library Association (ALA) is serious about its student chapters. They even run a student chapter of the year contest (the winner of which this year is at Florida State University) to constantly push improving student chapters.
Perhaps in part because it is rewarded, ALA student chapters strive at recruiting, retaining and communicating with members using technology. They have a commitment to through strategic planning and strong leadership.
To ensure strong leaders, ALA has created an established mentor network that provides students and professionals an environment to share expertise and an opportunity to learn.
Most student chapters offer the staples of what college students need: scholarships, career services, low membership cost. To get students to recognize the value in your organization, to really engage them, you will need to go above and beyond the basics, add value to their college and professional experience.
Student chapters will help you recruit and retain Gen Y; which means your association has a future. Membership in your student chapter will help Millennials succeed post-graduation, so they too have a future.
In many ways, it’s symbolic that Generation Z is named after the last letter in the alphabet because their arrival marks the end of clearly defined roles, traditions, and experiences. After all, Gen Z is coming of age on the heels of what has been referred to as the most disruptive decade of the last century. America has become an increasingly changing and complex place.
Members of this generation have undoubtedly been shaped by crisis and disruption. This generation will largely be responsible for confronting the aftermath of the Great Recession, high youth unemployment, the effects of climate change, terrorism, energy sustainability, and more. These dark events have undoubtedly made this generation more cautious and pragmatic, but they have also provided this generation with the inspiration to change the world – and their grit will likely allow them to do it.
Coming of age during disruption means that most Zs will be comfortable being the disruptors. While Millennials tend to be collaborative and innovative, this generation tends to be sincere, reflective, thick-skinned, and self-directed, and will likely approach work in much the same way.
In the era following World War II, Boomers (1946-1964) were born and eventually became the wealthiest, most prosperous generation in history. Raised to aspire for the American Dream, this very large generation moved into positions of power and influence, and served as the workforce majority for 34 years.
With the American Dream alive and well, Boomers had no reason to teach their children, mostly Millennials, about competition. Instead, they taught them to focus on academic achievement and to be team players because if everyone works hard, everyone can win.
Enter Generation X (1965-1981). In contrast Boomers, Xers came of age during a time when change and economic and political uncertainty began to take root. They have lived through four recessions, struggled with debt and economic decline most of their lives, and watched the best educated and accomplished generation of all time (Millennials) graduate during the Great Recession and become the most debt-ridden generation in history.
Gen Xers can be defined by their independence and anti-status quo approach to life, and they have taught their Gen Z children to be competitive, believing only the best can win. They have encouraged their children to be realists, finding something they are good at and aggressively pursuing it.
Xers have raised their Zs with an intense focus on competitiveness -- in academics, sports, and other activities. This approach to parenting has many implications, but one stands out in terms of business: Gen Z is likely to lead.
Millennials in the workplace created and aggressively advocated for collaborative work environments. In fact, their aversion to leadership has been so strong, some Millennials sought out companies that boasted boss-free or team-managed workplaces.
In contrast, Zs have been raised with an individualistic, realistic, and competitive nature. They have been taught the skills to successfully defy the norm. This means we’re going to see the pendulum shift away from collaborative workplaces towards a widespread demand for, and pursuit of, leadership development.
While Millennials have been criticized for their “delayed adulthood”, Gen Z is showing signs of “early adulthood”. Educators and parents often describe this generation as being more serious and contemplative about the world. Zs are thinking about their career paths and exposing themselves to career training at an earlier age than Millennials. It’s probable that some of this early onset of adulthood is caused by parents, who are pressuring their children to be competitive and successful and to avoid the debt that plagued both the Gen Xers and Millennials.
The numbers from our global research found 46% of Gen Z said they know what career to pursue and 51% have taken a class at school focused on their career interests. Forty percent joined an extracurricular program (team, club) based on their career interests.
Zs have been shaped by the aftermath of the Great Recession. They watched Millennials become debt-ridden and are concerned about falling into the same trap. XYZ University’s survey results show 66% of Zs said financial stability is more important than doing work they enjoy, which is the exact opposite of Millennial survey results. Also, 71% of survey-takers have a paying job.
When presented a list of leadership traits, Zs ranked positive and trustworthy the highest. While Millennials and Gen Zs both value trust in a leader, Millennials usually cite collaboration and vision as most important. In other words, Millennials focus on the outcomes leaders inspire, whereas Zs are more likely to consider leaders’ attitudes and personalities. To Z, what leaders encourage others to do isn’t as valuable as how they make them feel.
Both Millennials and Gen Zs place a very high value on feeling challenged and appreciated in the workplace. However, according to our survey results Millennials rank appreciation slightly higher than challenge, whereas Zs rank feeling challenged slightly higher than appreciation.
Time will tell how Zs go down in history, but we know this generation’s influence on history will be unlike any other.
Does your organization have what it takes to engage the next generation? Take this quiz to find out.
Sarah Sladek is CEO of XYZ University. Our generational intelligence can assist you with engaging and retaining young talent and members.
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