The first of 80 million young people born between 1981 and 2001 are entering the workplace, and they are shaking things up!

They're multi-taskers, technologically savvy and they bring a different attitude with them.

But, as challenging as they can be to manage, Generation Y (sometimes called "Millennials") present the biggest test to recruiters.

Gone are the days when an organization kept top employees in the fold with high salaries and fat benefit packages. Employees used to call those financial goodies "Golden Handcuffs," incentives to keep them.

But make no mistake, this doesn't mean that Gen Yer's don't value salary or benefits. Research shows that millennials expect to be paid well.

Yet, for many, a fun and engaging work environment is an equally powerful recruiting tool. A job with good financial rewards but a tedious atmosphere won't keep these free agents cuffed for long.

They're likely to take their skills and education to a "cooler" company that also offers competitive salaries and benefits.

Wisconsin's Small Business Times asked the 50 fastest growing companies in southeastern Wisconsin "What makes your company cool?"

Some of the respondents talked about things like their corporate mission, generous benefits or the products they produced.

But many of the 50 discussed perks and incentives that brought employees together, fostered communication, encouraged flexibility and promoted loyalty, such as:

* Creative communications: Boring old meetings and employee events (think employee awards ceremonies ... yawn) have been replaced with fun themed meetings, Friday 'happy hour' meetings, "Party Pail" theme days, Nerf™ fights, group paint ball fights, and special employee trips.

* Contests and rewards: Employees usually respond well to competition, but these days companies are going beyond sales and service competitions to offer prizes for completing company training programs and receiving skill/knowledge certifications. To build enthusiasm many companies also let employees define the prizes. Incentives that don't "incent" aren't very motivating!

* Employee-centered facilities:  Many of the respondents talked about open office layouts (no walls) exercise rooms, healthy and hip  refreshments, internet cafes, and on-site services, such as dry-cleaning and childcare.

* Work Flexibility: Time continues to be a powerful recruiting tool, with flex-time, family leave and work-from-home options topping the list.

If there is a common theme to the perks that "cool" companies provide, it may be the message to employees that, "You matter to us. Your well-being, comfort and enthusiasm are an important ingredient to our success."

As one entertainment industry CEO put it, "Anyone can own equipment. It's the people that propel the business forward. Since we understand that, we embrace it and proactively focus on getting the right people on the team, getting them into the right position on the team and keeping them challenged and satisfied in that position"

Successful Leaders Put Language to Work

Leaders use language to inform, inspire, and persuade. Whether through speeches, vision statements, or annual reports a leader has to find the right words to connect employees and managers with each other, as well as with other stakeholders.

The way people talk about their work, how they describe their customers, the job titles they use, and how they speak with co-workers all help to define the culture. But, sometimes people have to listen very carefully to catch a sense of the organization's culture. Slogans, posters, and marketing campaigns, which are  highly visible in some organizations, may not reflect the true culture. It's what their leaders and employees say that really defines a winning culture.

Key Words Can Inspire Bottom Line Results

Language can be tricky, as Mark Twain observed. How often do people choose the wrong word, or use a term out of context, only to have it blow up in their faces? Organizational leaders have to be very sensitive to how language impacts others. Does language used clarify, motivate, and inspire? Or does the language tend to confuse, discourage, or demoralize?

Effective leaders use language that makes employees feel valued, encouraged, and respected. When communicating with individuals or groups, try to use language that reflects these needs:

* Words of Inclusion:  Employees feel a greater sense of loyalty when leaders use terms like 'team' and 'partner' and talk about 'our' goals and customers. Refer to employees using terms like 'associates,' 'colleagues' and 'teammates.' When you talk about 'subordinates' and 'workers' it tends to create an "us versus them" mentality.

* Words of Empowerment:  How do people empower others? Express confidence in their abilities to get the job done ('I know you can do it' and 'you're the best person for the task'), not by using expressions of doubt ('I'll give you a chance' or 'nobody else wanted to do it')? Give employees 'goals and 'targets, not 'deadlines' and 'due dates'.

* Words of Success:  Thriving organizations have a vocabulary of success; they use words that help employees understand what needs to be accomplished. People in winning organizations tend to use terms like 'victory,' 'achievement,' 'result,' 'outcome,' 'performance' and 'payoff.' In struggling organizations people are more likely to hear others talking about 'coming up short,' 'botching a job,' 'dropping the ball' and similar phrases. The language of success is energizing while the language of failure is demoralizing.

In these demanding times leaders can ensure a dynamic, adaptable workplace by encourage positive communication patterns with all employees and especially with new Gen Y workers as they enter the workplace and interact with others from different generations and viewpoints.

Adapted from articles by Joanne G. Sujansky, Ph.D., who is a Certified Speaking Professional and CEO and founder of Pittsburgh-based KEYGroup® (http:///www.keygroupconsulting.com).