This study aims to understand the nature of Generation Y (Gen Y) and identify their understandings of talent development practices at the workplace. This research used open-ended interviews directed to 15 participants belonging to Gen Y in an automobile company in Sri Lanka. Job-hopping is an identifiable factor among the generation, as they continuously look for a change in their work and personal routines. The ‘Talk and chalk’ model is getting unpopular, whereas different approaches carrying new concepts have created a good impression among the Gen Y employees. Treasure hunts, talent shows, racing events, kaizen events, grooming and flexibility, were identified as non-traditional attractive talent development programmes. This research provided practical implications for employers to recognize how to Y-size their organizations by incorporating talent development as a critical strategy for retaining Gen Y. The present study has given attention to expanding the geographical scope of the literature on Gen Y.
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