This powershift is due in part to backlash from massive corporate layoffs and downsizings that affected their parents. These twentysomethings see no need for company loyalty, and generally are not interested in many of the issues of their predecessors, according to recent surveys. Loyalty is reserved for the art of making as much money as possible, as fast as possible, while enjoying the process. This group is not shy about asking for what they want, and they usually get what they ask for. This is further complicated by the fact that this group is electronically well connected to their contemporaries so information flows freely across industries. Instant gratification is their focus, and most know what’s going on inside other companies when it involves giving perks.

Consequently, managers need to have a general knowledge of the types of requests they may encounter. Consultants report that many companies make pre-graduation job offers as early as a year prior to graduation. Also, sign-on bonuses, future earnings potential, self-set work schedules, casual dress, and pets in the office make the top ten request list. Items such as capuccino machines and full size refrigerators round out the list. Yes, managers may find it necessary to make similar concessions if they want to attract top performers.

But, there is another side to the issue of accommodating this group. Experienced, senior staff become disgruntled when they discover that new hires earn more than they do. Therefore, managers must balance accommodation against provocation. This is a formidable task . Prepare for it by getting as much information as possible on this new type of worker. There are seminars, books and consultants available to assist you. The Manager’s Pocket Guide to Generation X by Bruce Tulgan is a good starting point for dueling with your gold collars.