http://www.bloomberg.com/native/article/?mvi=28c5fd4b68c44736b52dbe00b4f537d3
As the growing work population of tech natives known as Millennials continues to occupy more and higher rungs on the corporate ladder, their concept of the workplace might sometimes be at odds with that of older generations. For businesses, addressing that shift has meant changing everything from the way meetings take place to adapting to the needs of the growing ranks of contract or temp workers.
This year, Millennials (born in 1980 or later) comprise 33 percent of the workforce, according to estimates from Gallup. In contrast, Baby Boomers (born between 1946 and the mid-1960s) make up 31 percent of the workplace—a number that continues to shrink as thousands retire each year. According to estimates from the Business and Professional Women’s Foundation, Millennials will make up 75 percent of the global workforce by 2025. The key to a successful workplace, says John Tudhope, Director of Product Marketing at Sprint, is determining how to cater to the needs of both populations. “Diversity breeds ideas and there’s a real need for these various perspectives,” he explains.
Outfitting the office of the future
While older employees are often seen as the most hardworking part of the team, many younger workers are already stepping into managerial positions—especially in tech-focused fields. The challenge is in not alienating loyal workers with more experience under their belts, while simultaneously helping to fill the pipeline with recent graduates who may one day rise to the C-suite. Naturally, many executives are still learning what to expect.
Large and midsize companies now focus on engaging their employees outside of work with perks that were once reserved for startups. Anything from remote access to documents and software to unlimited vacation time is helping larger firms win over younger employees who value flexibility. While Boomers never demanded these changes in the workplace, many do enjoy the freedom that comes with these new perks.
Two generations, one goal
For companies looking to grow well into the next decade, reconciling these different approaches to technology can be challenging. While tapping into tech offerings makes Millennials more comfortable in the office, it runs the risk of leaving older employees feeling disconnected. Thus, how companies introduce technology is key, and training older workers in a way that entices them to try out new capabilities instead of getting overwhelmed is crucial. “Boomers are somewhat struggling to keep up,” says Tudhope. “They’ve always worked in a way that is very relationship-oriented and more face-to-face.”
Still, the two populations have plenty of similarities. Despite being decades apart, both are known for being community-oriented, saving versus spending, and living in cities versus decamping to the suburbs. For that reason, Boomers can be tapped to provide the mentorship opportunities that Millennials crave. “Boomers have the perspective of experience,” says Tudhope, who points to the many younger workers that are eager to learn the “soft skills” that are second nature to older generations.
In the coming years, more Millennials will be taking on leadership roles within companies that require inherent knowledge of technology. Boomers should be prepared to work with younger managers and refocus their own skills to work in more collaborative environments. Meanwhile, Millennials need to anticipate the complex challenges that can come with managing an employee their parents’ age. As the shift continues, companies looking to understand the needs of their employees can benefit from thinking about these dynamics. As Tudhope puts it, “It’s all about pushing the two groups of people closer together.”
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