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Brazen Careerist's Top 50 Gen-Y Companies

This network was created so Brazen Careerist members could discuss the top 50 companies for Generation Y as determined by Brazen Careerist and PayScale. Let us know what you think. Who should have been on the list? Who shouldn't be? If you have questions on how the data was collected, let us know!

Check out the list >> http://www.brazencareerist.com/top-50

Network Leader: Ryan Paugh

Networks > Brazen Careerist's Top 50 Gen-Y Companies

Scott Asai Who (entrepreneurs, coaches, consultants, etc.) has measured their impact on customer service? If so, how?

2 days ago from Ask A Coach, Brazen Careerist's Top 50 Gen-Y Companies, Business as Mission, Business Development and Corporate Talent Acquisition 3 more

Ryan Paugh With all of the great debate going on in this network, I think it would be really cool if we could channel that energy to come up with a running list of attributes Gen-Y looks for in a company. ...MoreWith all of the great debate going on in this network, I think it would be really cool if we could channel that energy to come up with a running list of attributes Gen-Y looks for in a company.

Please share your thoughts by clicking the Reply button on this comment.

12 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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Lindsey M. Donner: For me, the top qualities I look for in an employer or company are:

(1) Schedule flexibility;
(2) Management that rewards ...MoreFor me, the top qualities I look for in an employer or company are:

(1) Schedule flexibility;
(2) Management that rewards results and talent, not seniority.
(3) As others have also noted - a commitment to managing and mentoring talent.

It's my belief that most companies should strive to meet those 3 items, but I realize I'm unusual in that I have worked mostly for small companies - some larger corporations are still stuck in a more traditional mode, and if it works for them, we can't necessarily assume they'll change - YET!
3 weeks ago

Christopher Lomas: We regularly see the following as essential:
1. Clear, Fair EXPECTATIONS set
2. TRUST given
3. OWNERSHIP shared
4. an ...MoreWe regularly see the following as essential:
1. Clear, Fair EXPECTATIONS set
2. TRUST given
3. OWNERSHIP shared
4. an opportunity to develop their unique IDENTITY
2 days ago

Al Johnson Hi all. I lead the Talent Management pillar of my company's (W.W. Grainger) Generational Business Resource Group. One of the things we are discussing is how to make Grainger more relevant for Gen ...MoreHi all. I lead the Talent Management pillar of my company's (W.W. Grainger) Generational Business Resource Group. One of the things we are discussing is how to make Grainger more relevant for Gen Y and Millennials.

Curious to hear from you all - what are two or three things that are important for a company to offer for you to want to work there?

See YOU at the top,
Coach Al Johnson
www.coachaljohnson.com

12 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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Christopher Lomas: Al, be TRANSPARENT about how they can progress. Let them see their career journey. So often we see Gen Y leave in clients we work with simply ...MoreAl, be TRANSPARENT about how they can progress. Let them see their career journey. So often we see Gen Y leave in clients we work with simply because they couldn't visualise how they 'could' stay.
2 days ago

Christopher Lomas: Also, re mentoring/ career coaching Gen Y, we have built a model at Naked that we have beta tested successfully with a load of Gen Y and taken in ...MoreAlso, re mentoring/ career coaching Gen Y, we have built a model at Naked that we have beta tested successfully with a load of Gen Y and taken in (and taught) to various CEOs/ MDs/ line managers in FTSE companies. Let me know if this is of specific interest in REF to your answer to Josh.
2 days ago

Stanley Lee Just an opportune time for me to jump into the conversation. While I have quickly browsed through the methodology of picking the companies into the list, I don't see anything about the criteria on ...MoreJust an opportune time for me to jump into the conversation. While I have quickly browsed through the methodology of picking the companies into the list, I don't see anything about the criteria on "social responsibility" on the list. Is it important for you even if it's not on the list? Do you have any examples where it would garner more of your respect for that particular organization?

6 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Angelo Losito I would have all the internet comapnies and social networking sites and anything they entreprenueral.

7 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Angelo Losito I would have all the internet comapnies and social networking sites and anything they entreprenueral.

7 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Andreana "Addy" Drencheva What I look for in a company is to be socially responsible and provide me with work that is challenging and interesting every day. Also to allow for individual creativity and inspire me to be the ...MoreWhat I look for in a company is to be socially responsible and provide me with work that is challenging and interesting every day. Also to allow for individual creativity and inspire me to be the best I can.

7 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Al Johnson Cory - thanks for your response!

@Ryan Paugh - here is a pretty cool thought for this network. What if this group worked together to come up with a "Top 50 Attributes" list that Gen ...MoreCory - thanks for your response!

@Ryan Paugh - here is a pretty cool thought for this network. What if this group worked together to come up with a "Top 50 Attributes" list that Gen Y and Millennials look for in companies? Thoughts?

See YOU at the top,
Coach Al Johnson
www.coachaljohnson.com

12 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Ryan Paugh: That's a cool idea Al! I'll post a comment and see if we can get a thread started.
12 weeks ago

Al Johnson: Ryan - happy to help however I can. See the thread below for some good starting points from Cory and Barbie!

See YOU at the top,
MoreRyan - happy to help however I can. See the thread below for some good starting points from Cory and Barbie!

See YOU at the top,
Coach Al Johnson
www.coachaljohnson.com

12 weeks ago

Tony Deblauwe The biggest takeaway for me was understanding partnership versus resistance with GenY workers. The distinction being that leveraging collaboration and letting it flourish with this group is far ...MoreThe biggest takeaway for me was understanding partnership versus resistance with GenY workers. The distinction being that leveraging collaboration and letting it flourish with this group is far easier than trying to fit them into a conventional hierarchy. Certainly this is a broad brush, but in my experience, this has rung true.

12 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Tony Deblauwe Enjoyed Jason Dorsey's book Y-Size your business. http://bit.ly/6QcOw9

12 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Al Johnson: Tony - what was the biggest learning?

See YOU at the top,
Coach Al Johnson
MoreTony - what was the biggest learning?

See YOU at the top,
Coach Al Johnson
www.coachaljohnson.com
12 weeks ago

Lauren Johnson For those of who you do not think the Green Score is an appropriate part of the criteria, what would you replace it with? Would you prefer a list that reflected corporate citizenship instead?

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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Meghan Flynn: But its difficult to quantify corporate citizenship. How do you compares programs helping underprivileged kids with those that supply emergency ...MoreBut its difficult to quantify corporate citizenship. How do you compares programs helping underprivileged kids with those that supply emergency relief? The Green Score, on the other hand, is a straight up score that is easily comparable. However, I agree it's not very useful on its own: like Penelope said in her blog, it's an indication the company "understand the value of being a good corporate citizen", but doesn't every national company have a green policy these days anyway?
13 weeks ago

Andrew Staltari: I remember not to long ago when the green score started to become the in thing. To quote a professor I had "the green score is nice, but it does ...MoreI remember not to long ago when the green score started to become the in thing. To quote a professor I had "the green score is nice, but it does not get rid of the dirty laundry." The point, look at a corporation's recent dirty laundry. You will get a good idea of where the corporation has been, and what direction the company is be headed.
13 weeks ago

Josh Allan Dykstra By the looks of the Methodology, it seems to me like this list is more of where Gen Y employees DO work, not necessarily where they WANT to work. I know this is kind of a nuanced distinction, but ...MoreBy the looks of the Methodology, it seems to me like this list is more of where Gen Y employees DO work, not necessarily where they WANT to work. I know this is kind of a nuanced distinction, but might help to explain the polarizing opinions here. To measure the desires of a generation is a tall order, even for a community like Brazen who certainly has a finger on the pulse. Not to mention the "Green Score" was the only criteria that included a potential Gen Y "value" in the measure...

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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Kim N. Campbell: lol @#FAIL

I think you hit the nail on the head Josh. GenYs values are largely absent from the methodology which is why I think ...Morelol @#FAIL

I think you hit the nail on the head Josh. GenYs values are largely absent from the methodology which is why I think many Brazens aren't especially moved by it. I think it is a useful starting point though and can be used as one of many references if you want move into a large company and are trying to decide where to make your move.
13 weeks ago

Andrew Staltari: I agree with Josh and Kim, I think there are many Gen Y values missing from the ranking methodology. My biggest qualm is that, Gen Y values global ...MoreI agree with Josh and Kim, I think there are many Gen Y values missing from the ranking methodology. My biggest qualm is that, Gen Y values global citizenry. While some of the companies listed have taken major steps, toward being a admirable global citizen, there are a few on the list that are lacking.I know it takes a while to change the culture of a company, however the list should also reflect this. Unless of course I missed the memo that announced that Gen Y stopped caring about that stuff.
13 weeks ago

Colleen Dilenschneider Read this today. Thought it was timely given our discussion and this list--Check it out:

"[Pepsi] plans to focus marketing efforts on its Pepsi Refresh Project, a mostly online ...MoreRead this today. Thought it was timely given our discussion and this list--Check it out:

"[Pepsi] plans to focus marketing efforts on its Pepsi Refresh Project, a mostly online effort set to start in January that will pay at least $20-million for projects created to “refresh” communities, such as feeding the needy or teaching children to read. http://philanthropy.com/news/?id=10457&pth&utm_source=pt&utm_medium=news...

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Ryan Healy: Very cool. I've read a lot about Pepsi trying to important support causes and both hire and market to Gen Y. Even their new logo was created ...MoreVery cool. I've read a lot about Pepsi trying to important support causes and both hire and market to Gen Y. Even their new logo was created after a Gen Y focus group determined that we are optimistic by nature. (Note the logo looking like a smile now)
13 weeks ago

Colleen Callahan How do we know these companies are flexible? Just because Gen Y works there?

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Penelope Trunk: Colleen - I posted about this on my blog. I think that companies reporting that they are flexible is not reliable. I think that companies that can ...MoreColleen - I posted about this on my blog. I think that companies reporting that they are flexible is not reliable. I think that companies that can retain women is a sign that they are flexible companies because we know that women- much more so than men - will leave a company if it is not flexible. So companies were rewarded for having 50% women.
13 weeks ago

Patrick Methodology wise, one of the major factors is flaw, at least if it was used as described by Penelope on her blog. The measure of gender equality based on hiring percentages doesn't isn't useful ...MoreMethodology wise, one of the major factors is flaw, at least if it was used as described by Penelope on her blog. The measure of gender equality based on hiring percentages doesn't isn't useful as it was described by Penelope. She stated that they used that as a measure because studies have shown that women will leave a job that isn't flexible. But looking at how many women are hired doesn't actually work, you'd have to look at how many women are retained...

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Patrick: if I hire so that there is no gender gap, that would have put my (theoretical) company at the top of the list in that category, even if after one ...Moreif I hire so that there is no gender gap, that would have put my (theoretical) company at the top of the list in that category, even if after one year only 10% of those women remain. Penelope's data is about retention rates not hiring rates, so why did the list look at hiring rates.
13 weeks ago

Kim N. Campbell Something I'd like to see factored into these companies' ratings is some measure of GenY employees' satisfaction in the job. Maybe looking at turnover rate of GenY folk or the average duration of ...MoreSomething I'd like to see factored into these companies' ratings is some measure of GenY employees' satisfaction in the job. Maybe looking at turnover rate of GenY folk or the average duration of time GenYs stay with the company. The challenge in coming up with a compelling top 50 list for GenY is that there probably isn't much data on company qualities that are important to us.

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Patrick: The problem is, I'm not sure it's as easy as a four metric based list. Everyone is looking for something a little different. There are whole ...MoreThe problem is, I'm not sure it's as easy as a four metric based list. Everyone is looking for something a little different. There are whole categories of work that really aren't able to be analyzed like this. Personally, only one company on the list even touches on my area of expertise, which is in Molecular Biology, and I almost guarantee that Merck is on there more for their non lab staff than the people in white coats.
13 weeks ago

Scott Asai Anyone work and/or have contacts inside these companies? I want to approach companies who would consider leadership/performance coaching for their employees. Zappos is doing it, why not give it a ...MoreAnyone work and/or have contacts inside these companies? I want to approach companies who would consider leadership/performance coaching for their employees. Zappos is doing it, why not give it a try?!

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Bret Bernhoft: Are you seriously going to advertise your services on a forum inside of Brazen Careerist?
13 weeks ago

Yuri Artibise Perhaps when big companies take responsibility for the over consumption in our society, the media companies take responsibility for the 'dumbing down' of TV and start providing insightful programs ...MorePerhaps when big companies take responsibility for the over consumption in our society, the media companies take responsibility for the 'dumbing down' of TV and start providing insightful programs from a range of perspectives, or the food companies take their share of responsibility for marketing additive and unhealthy foodstuffs to children, them they might begin to be seens as representative of companies that Gen Y (and others aspire to work for).

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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Kelly Cuene: I agree with you both - we need to curb our spending, but also hold companies accountable for their actions, and there are some on this list that ...MoreI agree with you both - we need to curb our spending, but also hold companies accountable for their actions, and there are some on this list that seem to align better with Gen Y than others. Being thoughtful about where we spend our money is key.
13 weeks ago

Bryon Ownby: I know from working for a company on this list, demographically we have a younger staff than prior companies I've been with. Also, we try to ...MoreI know from working for a company on this list, demographically we have a younger staff than prior companies I've been with. Also, we try to provide people full autonomy with their jobs (almost like an internal entrepreneurial) and a chance to grow and develop professionally in a formal setting, and encourage others to give back to the community. This is more than some places I have previously experienced. As Kelly stated, as long as the consumer demands it, the business will produce it.
13 weeks ago

Yuri Artibise It is sad to see so many corporation pushing unnecessary and unhealthy consumer products. If Gen-Y really is happy with NBC and PepsiCo, I guess they are more like their parents that they want to ...MoreIt is sad to see so many corporation pushing unnecessary and unhealthy consumer products. If Gen-Y really is happy with NBC and PepsiCo, I guess they are more like their parents that they want to believe. Sad to see them sell out so early in their lives.

But then again, this list is mainly a reflection of its methodology. The only thing 'Brazen' about this list is the reliance on size and cash compensation as main criteria from a site that is supposed to take a different look on business.

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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Penelope Trunk: Okay, you guys. I'm listening to this conversation and I just posted on my blog about the methodology. Which I largely take responsibility for. ...MoreOkay, you guys. I'm listening to this conversation and I just posted on my blog about the methodology. Which I largely take responsibility for. Believe it or not, I spent three months thinking about what methodology would be useful. I think the important thing I was focusing on is that if you are looking to work at a big company, what list can help you narrow your choices.
13 weeks ago

Bryon Ownby: I've worked for both Fortune 500 companies, non profits, and small businesses since high school. Through my many job transitions, I take lists ...MoreI've worked for both Fortune 500 companies, non profits, and small businesses since high school. Through my many job transitions, I take lists such as this as a tool to start researching if any of those organizations match what I value. If yes, then I apply. What i have encountered is small business equal great experience but pay isn't really up to par in most cases. Has this been the experience of most Gen Y's?
13 weeks ago

cory huff I'm with Steven. Not a fan of this list. There are a lot of small companies out there that are really amazing to work for - this list seems to be playing to the lowest common denominator. Most of ...MoreI'm with Steven. Not a fan of this list. There are a lot of small companies out there that are really amazing to work for - this list seems to be playing to the lowest common denominator. Most of us want something pretty different from an employer besides high pay and a green initiative, chief among them for me being work/life balance and career growth opportunities - I'll never work at a company where I have to stay in the same position for years and years.

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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cory huff: Colleen, that's a brilliant idea. Encouraging Brazen to work a little harder and create local lists of Gen Y companies is a great idea. You could ...MoreColleen, that's a brilliant idea. Encouraging Brazen to work a little harder and create local lists of Gen Y companies is a great idea. You could also break it down by industry or ethos (best non-profits, best social media companies, etc). Brazen has a great resource for building these lists - the members!

Penelope, it is indeed great news for people who live and work in major markets - most of these companies don't have major operations in Portland, OR - and I don't want to move.
13 weeks ago

Meghan Flynn: Penelope - for me, the fact that large companies hire the most in Dec and Jan puts this whole list into a new perspective: I'm looking for a job ...MorePenelope - for me, the fact that large companies hire the most in Dec and Jan puts this whole list into a new perspective: I'm looking for a job and knowing which large companies, at least under the somewhat limited criteria, are good for Gen Y, is a huge help. Maybe that should have been part of the presentation?
13 weeks ago

Stuart Mease Thanks for sharing

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Lance Haun There are a lot of problems with this list that many have mentioned but this line from the methodology made me die a little on the inside:

"We partnered with Payscale because they're ...MoreThere are a lot of problems with this list that many have mentioned but this line from the methodology made me die a little on the inside:

"We partnered with Payscale because they're experts at enabling companies to create the kind of workplace people like to be in."

Payscale is no such thing. They may be a sponsor and that might be their rhetoric but they help companies pay above market wages to employees. That's it. They offer no help outside of that function.

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Steven Moody Such a list is suffering from bad timing if not bad criteria: like Top 40 lists for music, I suspect the Top Companies are losing share of mind given the increase in the number of smaller ...MoreSuch a list is suffering from bad timing if not bad criteria: like Top 40 lists for music, I suspect the Top Companies are losing share of mind given the increase in the number of smaller companies that are just as compelling. This might make those companies feel good, but at the end of the day such a list presumes we all want the same employers, which, absent the paternal corporations of previous generations, is a complete myth.

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Penelope Trunk: You're right that this list is only good for people looking to work at a big company. But having worked at many big and many small companies ...MoreYou're right that this list is only good for people looking to work at a big company. But having worked at many big and many small companies myself, I am certain that there are different times in life when you need big and different times when you need small. A lot of it is about how much job security you need and how much responsiblity you want to take at work. It's not a stagnant equation. Life is dynamic and so are career needs.
13 weeks ago

Alyssa Carter I see by scrolling comments that one measurement tool that was taken into account are green initiatives. I agree with the comments regarding smaller companies/nonprofits, but with lists like this ...MoreI see by scrolling comments that one measurement tool that was taken into account are green initiatives. I agree with the comments regarding smaller companies/nonprofits, but with lists like this it's usually the big dogs that take the cake. While lists like this are great, I feel like in the end it's the little things that make somewhere a great place to work: like your coworkers. How does one measure that? I know so many people who say "the reason I love working where I do is bc of the people"

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

Colleen Dilenschneider Studies are showing that Gen Y is more and more turning to workplaces that "do good." Can we expect a similar list from Brazen of Nonprofit and public sector divisions in which to work?
MoreStudies are showing that Gen Y is more and more turning to workplaces that "do good." Can we expect a similar list from Brazen of Nonprofit and public sector divisions in which to work?

Why eliminate non-powerhouse companies with less than 2500 employees? Just curious. There's a pro argument for smaller companies, too...such as an ability to get a sense of what's going on in all aspects of the company; a broader sense of how the overall business functions.

13 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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Colleen Dilenschneider: The Green Score was thrown in to appeal to our desire to "do good?" Don't get me wrong-- I think that's great, but it does feel arbitrary...
MoreThe Green Score was thrown in to appeal to our desire to "do good?" Don't get me wrong-- I think that's great, but it does feel arbitrary...

What I meant to say is that I thought Gen Y cared about DOING good, as in making a contribution to social causes (which is happening more and more in big corporations, for sure).
13 weeks ago

Ryan Paugh: Don't get me wrong ... I think there's a lot more that companies could be doing. Green initiatives are just one thing. Do you know of any ...MoreDon't get me wrong ... I think there's a lot more that companies could be doing. Green initiatives are just one thing. Do you know of any companies who do a great job of contributing to social causes?
13 weeks ago