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Cuando “X” es igual a “Y”

Fuente: Dreamstime

Cuando empecé mi carrera, mientras mis amigos permanecían en su primera empresa, yo ya estaba en la tercera. Hoy cuando algunos llevan en su record 1 ó 2 organizaciones, muchos van por la  4ta ó 5ta, yo ya voy por la número 8, y soy generación X…

Al comienzo algunos lo veían, como “decisión “y “adaptabilidad al cambio” , -siempre fue para seguir creciendo- , otros pensaban tal vez, poca “tolerancia a la frustración” y  “gran ambición “, y quizá fue y es de todo un poco y algo más…

El no tener muchos rasgos característicos de mi generación, hizo tal vez que no fuera muy consciente cuando la generación “Y” ingresó al mercado; hasta que un día tuve que liderar desde Recursos Humanos un cambio cultural , y en paralelo contribuir a cuadruplicar un negocio, de 3,000 a 12,000 personas, ¡fue en ese momento que comenzó mi real experiencia con miles de Millenials!

Empecé leyendo mucho de esta generación y pensé inicialmente, que sería fácil; que sólo tenía que proyectarme a cuando yo tuve su edad, que algunos “X” podríamos ser igual a “Y”, pero no fue así. ¿Cómo tratar entonces a los Millenilas? ¿Cómo lograr “engancharlos”? Era la llamada generación más importante de todos los tiempos, según mis investigaciones. Era la generación que haría lo que los “X” no pudimos lograr, según otros autores. Hasta que descubrí que para gestionarlos no se trataba de ver que generación era mejor, o de percibirlos como inalcanzables, o mucho menos como parte de un problema a solucionar.

Por otro lado, como Recursos Humanos, no podía obviar que en realidad no éramos 2, sino 3 generaciones interactuando; pues junto con el trabajo en equipo de los “X” y la gran experiencia de los “Boomers” teníamos que convivir con los “Y”.

Así que puse manos a la obra y asumí la gran responsabilidad que los “X” de la organización realmente tenemos hoy en día, ser la generación “bisagra”; aquella que pudiera conectar no solo “X’s”  con “Y’s”, sino también con “Boomers”, ya que al estar en medio de dos generaciones marcadamente distintas, teníamos un poco de cada una también y mis principales hallazgos y aprendizajes luego de 7 años de consciente interacción fueron:

1) ¿Cómo debemos ser si queremos enganchar a los “Y”?

¡Simplemente auténticos! Contarles historias interesantes, hacerlos participar, darles mucho respaldo y mostrarnos siempre con honestidad. En pocas palabras, ser tal como somos.

2) ¿Qué tipo de comunicación necesitamos?

Una que piense en 4D. Contemplar todas las dimensiones posibles:

  • Reconociendo sus diferencias
  • Identificando sus factores de motivación
  • Dándoles constante reconocimiento
  • Usando un enfoque individualista, que les permita diferenciarse del grupo
  • Brindándoles varios canales de comunicación
  • Entendiendo la diferencia de valores, pero sobretodo
  • Estando dispuestos a aprender de ellos

3) ¿Cómo gestionarlos?

  • Transformando constantemente lo regular en “retador y nuevo”.
  • Motivándolos con un constante ambiente divertido y relajado
  • Aprovechando sus conocimientos de tecnología
  • Dándoles constante apoyo, … ya que es una generación “recíproca” y
  • permitiéndoles participar, crear y pensar no sólo fuera de la caja , sino sin ella.

4) ¿Pero qué deberíamos evitar?

  • Dejarlos sin información ni explicación, pues se frustran ante la incertidumbre
  • Manejar largas jornadas de trabajo, pues valoran más que ninguna generación el balance vida – trabajo
  • Dar por entendida una comunicación, sobretodo escrita
  • Olvidar que tienen mucha ambición e impaciencia, pero sobretodo
  • Nunca dejar de lado el soporte emocional.

Cuando la experiencia masiva dio frutos organizacionalmente, decidí experimentar, si lo aplicado en una organización, podría replicarse en un aula de Universidad, y la fórmula funcionó!

Luego de 3 años como docente en una importante Universidad privada, comprobé que era posible lograr en un salón de “Ys” que las laptops estén cerradas o que sólo las usen para tomar notas, así como los celulares apagados por casi 2 horas, que podía exigirles atención al 100%, compromiso y esfuerzo, y que serían como consecuencia inmensamente generosos con esa persona exigente de otra generación.

De hecho, luego de 3 años de docencia y aprendizaje personal, me brindaron una de las mayores satisfacciones de mi carrera profesional…su máximo reconocimiento en cada una de sus evaluaciones …y así comprobar que cuando realmente “nos escuchamos”: “X” puede ser igual a “Y”.   

Milagros Zegarra Lei
Ingeniero Industrial de la Universidad de Lima, con un MBA de la Universidad del Pacífico y especializaciones de RRHH en Kellogg School of Management, Ross School of Business (University of Michigan) e INCAE. Amplia experiencia en Marketing y Recursos Humanos en diferentes transnacionales, ponente y docente de RRHH. Jurado Calificador de ABE. Actualmente se desempeña como Directora Regional de RRHH para Sudamérica en Herbalife.
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