The Multigenerational Workforce: Opportunity For Competitive Success

March 31st, 2009 in Office Management, Trends    No Comments

Demographic and social trends have had a significant impact on our workforce. For the first time in history we have four generations working side-by-side in many organizations – Traditionalists, Baby Boomers, Gereration X and Millennials/Generation Y. Each brings different experiences, perspectives, expectations and behaviors to the workplace. The differing views and potential conflicts inherent in the much written about “generation gaps” between these groups are discussed but the author believes that they pale in comparison to the opportunity to create real competitive advantage by effectively managing and capitalizing on the strengths of each. (more…)

Office Design Responds To Need For Flexibility, Communication

March 13th, 2009 in Design    No Comments

Office spaces are becoming more sophisticated and flexible as designers respond to technological advances and changing communication needs. This article sees current trends in office design as reflective of the desire to address a multigenerational workforce with supportive and sustainable design. In the words of one expert, “It not only fosters communication, forms a sense of community, facilitates learning, but most of all it addresses generational gaps.” (more…)

Office Space Expectations Change with the Times

September 18th, 2007 in Design    No Comments

What To Consider When Designing Work Spaces For Different Generations

This article addresses the changing needs of office employees based on generational differences.  Workplace furniture manufacturers are increasingly suggesting that “executives need to take the different generations of workers into account when designing workspaces.”  Baby Boomers tend to expect more of a quiet environment and status indicators, contrasted with the youngest workers who are used to more collaboration and technology.

The author explores concepts such as hoteling, open floor plans, and spontaneous collaboration and the ways in which offices must accommodate multiple generations.

Source: Amy Schurr, Network World; Sep 18, 2007

Democracy in the Workplace

August 23rd, 2006 in Trends    No Comments

Readers are warned that business leaders face a new wave of workers who want to be actively engaged and contributing forces in the marketplace.  This demand for engagement is attributed to five trends:

• Technology, the Internet and a leveling of the playing field by MySpace, Wikipedia.com and blogs;
• A backlash against the greed of Enron;
• The success of political democracy throughout the world;
• The arrival of Generations X and Y who expect to have a voice at work; and
• The search for meaning at work as MegaTrends 2010 calls the “search for meaning” the number one megatrend of our time.  This article declares that this democratic age will result in a democratic approach to business.

Source: Traci Fenton, The Christian Science Monitor (Boston); Aug 23, 2006

Minding the Company Lore; Firms Find That Moving Forward is Easier When Employees Know Where the Company Has Been

November 12th, 2002 in Culture    No Comments

Companies are finding that it is becoming more and more important to capture the knowledge base of their key employees before they leave. Among the examples discussed is the mad search at Microsoft Corp. for their retired facilities manager when vital blueprint information couldn’t be found. To quote Bill Gates, “Here we were, the largest developer of office space in the Seattle area … and our entire knowledge base of crucial information was being carried round in the heads of just a few people.”

The article warns that as baby boomers retire in great numbers in the years ahead, a critical mass of knowledge may be lost. It is vital, the author argues, to create a system for capturing this employee knowledge.

One of the most effective ways to do this is in story form, and companies are urged to create a story archive, with retirees interviewed before they leave the company. The article advises companies to go beyond checklist-type responses to problems to capture the thought processes that went into policies and approaches. Among the suggestions offered:

• Videotaping key employees daily to get a sense of how they think;
• Mixing employees of different ages on projects or teams so they can learn from each other;
• Establishing a mentoring program; and
• Creating “best practices” models where a company identifies high-achieving employees and has them share their techniques with peers.

The article provides action steps to take to develop a “lore-keeper,” establish a repository of knowledge and create a system for spreading knowledge throughout the company.

Source: Steven Savides, Christian Science Monitor; Boston, Mass; November 12, 2002