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One of Gen Y's first tasks on our to-do list for remaking work--which we hope Boomers will beat us to--is creating a more digital workplace.
Generation Y voices in the blogosphere and elsewhere talk often about how our generation will make a few changes to the workforce. One of the first tasks on our to-do list -- which we hope Boomers will beat us to -- is creating a more digital workplace.
Gen Yers have grown up seeing how people can manage to be connected to one another without being in adjacent cubicles. We went to college in an age where we could write every research paper without ever actually stepping foot in the library (unless to socialize). You call it lazy, and I call it efficient.
Boomers and Xers in the workplace are increasingly catching on, but can we blame them for not totally getting it? After all, if you are used to the idea of waking up and going to work every day to see co-workers face to face, it’s hard to break free from the mindset. OK, so that was my obligatory nod to older generations, and now I challenge them to reshape their outlook in order to create a happier, healthier and more efficient workforce.
I will be talking more and more about this, but to start, here is my incomplete list of the hurdles to a digital workforce. I am obviously talking about office jobs, as some jobs just don't work with telecommuting. I’m picturing those people who spend most of their time slaving over a computer screen doing very individual work, and could easily do the same work remotely.
Note that I’m not even putting technical problems on the list, because any person needs to know the same things about technology to function at work and at home. Overall, almost every study shows that working from home is cost-efficient. So, technical issues associated with individual jobs aside, here are the real blockades to a 100% pajama-clad workforce:
1. The Threatened Hierarchy
There are no corner offices on the Internet (at least, not that I know about). For bosses, letting workers telecommute relinquishes some perceived control. On the flip side, it also does not give reports the same opportunity to interact with the Michael Scotts and Lou Grants of the world, and might make Dilbert obsolete, which would make me sad. I would get over it though.
The clash is that Boomers and Gen Xers have spent their entire careers in extremely hierarchal structures where each step is defined and worked toward. Contrastingly, Gen Y has an attitude focused on group think, which is more suited for the online medium.
2. The Over-Romanticized Stoplight
When I worked in London, a co-worker and I were talking once about how we would have trouble giving up going to the office. She wistfully said she would miss watching the stoplights turn green and red.
I understood what she meant, especially in London where the streets were always a delight to experience every day. (I have since stopped romanticizing my commute because walking in Stamford, Connecticut, unfortunately doesn’t usually hold the same charm, especially after an hour or two on the train.) I can't imagine how bland the world could become if you didn't get out every once in a while. It seems the outings of Americans just won't be able to revolve around going to and from work -- which could be a good thing.
3. The Fixation on More Money, More Problems
Without getting too crazy academic (who am I kidding anyway?), I once interviewed Laurence Kotlikoff, an economist who prefers to look at retirement and living in the sense of quality of life rather than cost of life. That is simplifying his views, but the general idea stuck with me. We are uber-focused on how much we make. First of all, it obviously doesn’t matter depending on where you live. My friends in Ohio complain about their rent and my jaw drops open at how cheap it is. Second of all, why are we so focused on salary rather than benefit to life anyway? Companies are missing a huge opportunity to reward their employees by offering a more flexible working arrangement. In fact, if companies can’t afford raises and bonuses this year, why not let employees have better working arrangements, thereby lowering commuting cost and improving their quality of life?
This is reminiscent to me of one of my favorite rants: America is a live to work society, and we need to reset our mindset to be more work to live, which telecommuting would allow us more freedom to do.
4. A Financial Standstill
As I just alluded to, there is no time like the present for companies to capture the idea of a digital workforce. The financial crisis could prove to be a push for the digital workforce. However, the reason why I still list it as a "hurdle" is because the number might be lower than it could be because companies are so blockaded by financial constraints that new initiatives are tough to get to.
5. Perceived Inefficiency
There is still a slight stigma from some that “working from home” is the equivalent of “taking a nap.” Most companies will probably find, however, that the vast majority of people who choose to work from home work better at home. The real inefficiencies lie in the onslaught of office politics and personal conversations in the office, of which I am very guilty as an extroverted personality. When I work from home, I find it easier to block out the distractions and do what needs to be done. With that said, I’ve heard some people say they can’t concentrate at home whatsoever (particularly if they have small children). Therefore, working from home isn’t for everyone.
6. The Incessant Need for Humans to Interact
Oh, and by the way, I guess some people really like the idea of working together. As America moves toward telecommuting, society will be changing. For many, social lives are tied in with going to work, and spouses are met at work. I do think there is a way to get the best of both worlds, but we first have to use our Gen Y skills in helping our workforce build a vibrant community online. We also have to recognize the need to convene for human interaction in meaningful ways. Different jobs require a different amount of this. The best situation for many companies might be hybrid commuting -- allowing employees to spend some time at work and some time at home.
I look forward to hearing your success stories and complaints about the hurdles in your workplace.
Also, a few interesting news stories about telecommuting:
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I love that line about writing a research paper without ever setting foot in the library. I am totally like that with all my research papers. The need for a library has completely disappeared when you have tools like jstor.org, google scholar, etc.
I am a boomer who believes that we should be able to work from home. I have done both and find pros and cons to both sides. From a work at home standpoint, I had little connection with others which after awhile, I found to be a con -- I learn a lot from the interaction with others, new ideas, etc that are spontaneous in the normal day-to-day activities in a physical workplace. On the other hand, when it was time to have the quiet time to focus, working from home was ideal for me.
My former employer had a good number of us hooked up to work from home, but this was far from ideal. My boss expected me to be at my desk (in the office) from 8:00 a.m. sharp to at least 7:00 p.m., then go home and work all night from my virtual office. He had no sympathy for those who did not devote 100% of their day to his company. It was a grueling process and he broke every law in order to inflict this attitude on his staff. He even had an assigned watchdog who monitored our time down to our lunch hours. It was so over the top and I was part of the Mgt Team. While he was touting the use of technology and being progressive, he was anything but--it became total babysitting. Vacations, time off were also supposed to be devoted to the company, check emails, make phone calls. This was his only means of measuring a good employee. He never looked at accomplishments/results and he never gave you credit for any successes because his attitude was that you could always do better.
My suggestion would be to get it in writing what the expectations are with regard to any type of telecommunting plan you sign up for. I agree with your point #6 and would suggest that one day a week be set aside to have everyone in the office to catch up, interact, etc.
Lastly, I'd like to say that my best experiences (for the most part) with coworkers were with the Gen X & Y's. They are so much more flexible than older workers who have this "fear" that they will never be able to hold onto their jobs and get to retirement with the upcoming technogeneration snapping at their heels. There is nothing wrong with asking these "younger" employees to show you how to do these new fandangled things. I never once had a tech-talented younger employee try to hide their skills to have one over on me. I also felt that they learned a lot through my "years" of experience and never felt threatened by my suggestions. We all know things that can help each other. Creating an us vs. them environment is so non-productive.
BoomerChick- I can't tell you how excited I am that this elicited a response from what I classify as a Cool Boomer (OK, I know there's plenty of you out there!). I really agree with what you said about not creating an us vs. them environment, and I know sometimes we Gen Yers (especially when we are blogging for ourselves) can get a little Boomer-blamey at times (and vice versa). I really agree that working together is the best way to go. I feel like I have learned so many great things from Boomer (and even older) co-workers. I think when orchestrated correctly, all of the generations can make such a great team.
I also like the tip about getting telecommuting in writing. There are a lot of things I sometimes wish I had gotten in writing, but I guess you have to learn the hard way. And by the way, I'm so glad you don't work for that awful place anymore. Thanks for sharing your story and thoughts. -Ellie
Nisha- So glad I'm not the only one! I guess I DID occasionally go to the library...but only to use their superior computers for design projects or print papers for free :)
This is a great post and I think you make some great points.
But. I think Generation Y characteristics make it so that working from home and telecommuting won't even necessarily be the preferred way to work.
For example, in Number 3, you talk about how we should be a work to live society. I think Generation Y is already ahead of this though. Work to live is a Gen X philosophy. I don't know where I read this, but here's how the generations play out --
Veterans – "Work first!"
Boomers - “Live to Work!”
For baby boomers, it's the juggling act between job and family..
Generation X - “Work to Live!”
For Gen X, it means moving in and out of the workforce to accommodate kids and outside interests
Generation Y - “Live, then Work!”
We put life first. I don't think this means that telecommuting or all-digital is the answer though. As you mention, people like to interact with each other. Specifically, Generation Y is all about teamwork. It's difficult for us to be insular. I speak from experience here having a job flexible enough to allow me to work at the cubicle or work from home. I don't have any coworkers and it's extremely lonely.
What I can see is new business opportunities where co-working coffee shops become popular as just one way to create a flexible work environment for Gen Y.
Anyway, just my thoughts. Thanks for the great analysis!
Rebecca-
Great points, thanks for sharing.
By the way, for anyone interested, this is a great study about the workplace, including the generation interplay: http://www.us.randstad.com/2008WorldofWork.pdf
A quote from the study: "Generation Y is changing the face of global business, possibly the most dramatic upheaval in business culture since women entered the workplace during World War II."
It doesn't include stats on the work-to-live and live-to-work dynamic, but I think you are definitely right. In my research and writing about Generation Y, I've learned the same. However, I don't think America is at all to the live-to-work mindset as a whole. I probably should've been more specific about this, but Gen Y has a lot of work to pull America into the direction of being a more live-to-work society, and the good news is, the odds will only get better for us! The financial crisis is a little bit of a setback, but as I know other bloggers have noted, it might make us stronger.
Well, enough rambling from me, I absolutely love what you said about the co-working coffee shops!!! I think that is a great business idea -- quick go start one!
Woops, my first comment incorrectly had "live-to-work" where it should've had "work-to-live" -- guess it was a horrible habit I got from Corporate America:)
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Rebecca-
Great points, thanks for sharing.
By the way, for anyone interested, this is a great study about the workplace, including the generation interplay: http://www.us.randstad.com/2008WorldofWork.pdf
A quote from the study: "Generation Y is changing the face of global business, possibly the most dramatic upheaval in business culture since women entered the workplace during World War II."
It doesn't include stats on the work-to-live and live-to-work dynamic, but I think you are definitely right. In my research and writing about Generation Y, I've learned the same. However, I don't think America is at all to the work-to-live mindset as a whole. I probably should've been more specific about this, but Gen Y has a lot of work to pull America into the direction of being a more work-to-live society, and the good news is, the odds will only get better for us! The financial crisis is a little bit of a setback, but as I know other bloggers have noted, it might make us stronger.
Well, enough rambling from me, I absolutely love what you said about the co-working coffee shops!!! I think that is a great business idea -- quick go start one!
@Rebecca - Thank you for clarifying the Gen X perspective. I'm an Xer who telecommutes and I am not like a Boomer at all.
I find it extremely interesting that more and more Gen Ys are grouping Xers with Boomers in their work attitudes. Xers paved the way for "live, then work" Y's (Penelope Trunk, for one). We were being called "Slackers" for not wanting to work 24/7 when you were still singing along to N'Sync. And, frankly, most Xers are really not more than a couple years older than most Ys.
By Y standards, I'm probably pretty old. However, I grew up with video games, CDs, computers. My MOM is a boomer. Not me.
Now, as far as a digital workforce goes, I believe by 2020 most people will telecommute. Telecommuters are more productive, work more, and have more free time (I know it seems weird - work more AND have more free time?) Telecommuting is the best thing that ever happened to my career. When you telecommute, it all comes down to the work - not who looks the busiest.
"The need for a library has completely disappeared when you have tools like jstor.org, google scholar, etc."
Nope. The library is full of all kinds of knowledge, data, primary sources, monographs, etc. that are not on the web. Not yet, anyhow. How do I know? I use both.
@GenerationXpert
Thanks so much for contributing the X perspective. I admit I am guilty of lumping Gen Xers in with Boomers sometimes (obviously), so thanks for keeping me in check. Actually, sometimes Xers are also lumped in with Gen Yers when they shouldn't be! I write about a lot of financial studies that link the two together. It seems like Gen X should be more explored as its own group.
Anyway, that's good food for thought. And as a Yer, I do appreciate a lot of ways that Xers broke barriers!
Please don't catagorize Xer's with Boomer's. We actually have much, much more in common with Y's. I will continue to support the effort of Y's, in hope that they will support my efforts in changing the stodgy work environment that the Boomer's are having a real hard time relinquishing.
I'm hurt :(
Thanks for sharing your thoughts - I'm with you, but still find my best muse comes at the office. I seem to need the office mates, phones ringing and people yelling in the ally outside my office window to really get things done.
My hubby is the exact opposite - he must have a quite, solo space.
My employer is very open to me working from home, but I choose not to. Something about my ergonomic keyboard and the smell of office coffee - I'm just not as effective without them!
Margie - I know what you mean about the smell of office coffee -- I think I'd have trouble if I had to ditch it completely!
Boomer here and proud of it. Gen Y'ers are so funny when they generalize about us. I've been telecommuting off and on for years with co-workers of all ages, and it has never appeared to be a generational thing. It has far more to do with the company policy and the individual's personality.
Jael, as a "mid-range" Boomer, couldn't agree more. I always find it interesting that the "new" generation (whatever that is)thinks they are so different than the "old" generation (whatever that is). You don't even need to look across generation lines to see those kind of divisions; how many eldest children feel that they had to fight ALL the battles so that their younger siblings could have it so easy? How many youngest children feel that they are forced to live in the shadow of their elders and/or be stuck with hand-me downs?
Of course, we're all shaped by the environment we live in, and the times that surround us - but when it comes to working mores, the only difference - really - is the toys/tools available at the time.
I also find it interesting that Gen Y is so frequently willing to generalize what "Boomers" are/think like - but are appalled when someone tries to do that to them (that, of course, is also a blatant generalization).
To quote (somewhat sarcastically) from Monty Python's "The Life of Brian"..."We are all individuals!"
Well Boomers and Xers, I'm sorry that you all felt generalized. No one likes that feeling. I still stand by my analysis, especially because the point about generations was not the only point I was making anyway. I feel that the differences in work trends could help to be explained by the natural change in generation, and a lot of studies do too -- and unfortunately the nature of the game is that this tends to "generalize" a bit. I don't really think that's a bad thing, nor do I blame other generations for being reared in a different time period than me, it's just how it is. Also, I think it's obvious that we're all different. I know a lot of people in Generation Y that I don't relate to at all! For the purpose of a broad-based discussion, I don't think it's necessary to get into the complexities of each one. But I certainly agree that you are not all created equal!
Also, like I said, I hope Boomers are the ones to transition the workforce into a newer era more suited for the digital age, and luckily I think we are already seeing that at many places!
I don't think that Gen Y or X generalizes or complains any more than us baby boomers did about our parents and their generation. So far, in my lifetime, I believe Boomers were the most defiant against the "older" generation, and there were real battles between the two when I was young. Boomers were so anti-establishment for the most part that I believe it took years for us and the Greatest Generation to get back on track.
It is true that things boil down to individualism today, and that in itself is a big change from the boomers/greatest generation timeframe. I remember being told most of the time by elders, society, workplace, etc how I should think and properly act. It wasn't about individualism when I entered the workforce, and I believe Boomers really made an impact in changing that thought process. Elle is correct, in my opinion, when she points out that the differences in work trends could help to be explained by the natural change in generation. Each generation has contributed to change in the workplace down to something so simple as casual Fridays. I want to be a part of transitioning the workforce in a new era as she states with the hope that it leaves us all happier, healthier and productive individuals.
The real issue is the security of corporate networks and data, and the liability companies and individuals can incur for a breach of that data.
When someone can prove to me that an all digital workforce outside of the office is more secure than the in office environment, then maybe we can talk.
Besides, are we that committed to never interacting with people on a face to face basis?
I think the "life should be a video game" approach to work is very dehumanizing.
@Steve-
Thanks for your comment, I was definitely hoping someone would bring that up. That's the side of things I'm not as confident about. I'm not sure some jobs would have more security concerns than others, but I think that's a valid point! I do know an increasing number of employers ARE leading cost-effective, secure telecommuting operations, so I think it can be done and will continue to improve.
But I could have been ahead of myself by not including the "tech" concerns on the "hurdles" list -- maybe we aren't quite past them!
Wow, This has surfaced a bunch of great responses. I have to agree that each generation has its own variations within. And each generation has made an impact, and initiated a change in what is the acceptable way of doing business. As a boomer, I have seen the stereotypes given to the newer generations. Many are negative, as "we" don't understand, and therefore assume that the new generations are going to game the system. Is that really a bad thing? I have learned how to game the system- I still am a high performer, but have found ways to make more time for living my life. We absolutelty can learn from each other, and that will allow us to each live and work the balance that we need as indivduals. I congratulate the boomers, Xers and Yers for all of their contributions to changing how we approach life. Rock On!
My first reaction to "an all-digitial workforce" is to what end?
Organizations should ask, "How can I help my people be most effective?"
Most factory plant managers will find having everyone work at home leads to low productivity. But the opposite is probably true for knowledge workers.
I've personally worked many different ways as a Gen X knowledge worker.
I've worked in an office. I loved the social aspect -- lunches together, the creativity that comes from that environment.
I've worked as a telecommuter where most everyone else was back in an office. I'm not fond of this setup. You have to work extra hard to make sure you are included in the workflow of people back in the office.
And now I work at home in a company where most everyone works at home. It's wonderful because all that matters is your work. There's no physical center to the organization. At the same time, your only value to the organization is what you produce. So when you go into deep creative mode (where you may not be outputting daily), people wonder if you are really doing your job. Nonetheless, the autonomy is wonderful. Someone told me when I joined the company, "There's a temptation to tell your boss, 'I've got to go get my kid from school' like you would in a physical workplace. Here you don't have to do that because your boss is doing the same thing." The trust in people is wonderful.
Of course, visual design and workflow can be much harder when virtual. Sometimes you need to get in the same room to hammer out how something will work. Its worth seeing people's heads nodding or their dumbfounded looks.
Finally, the generations tend to operate on a continuum. I find myself (a Gen Xer) identifying more with Gen Y than Boomers. But I've got friends in the same age range as me who are the reverse. The younger you are within a generation, the more likely you'll lump all the older generations together in a bucket called "older than me" - even if there are distinct groups in that bucket.
Thanks for the thoughtful article and discussion.
Hurdles is right! I find that the learning curve when it comes to the digital world is so steep, only those immersed in it (stereotypically Gen Y) are going to be engaged enough to learn and use some tools. I always hope that I'm arming myself while still in school to be as open to new ideas when I'm out of the college bubble as I want my co-workers to be to all my crazy studnet ideas.
It's always great to hear the Gen X and Boomer perspectives here on the Interwebs - thanks to everyone for the insightful comments.
Thanks to everyone for the great discussion.
In line with what we've talked about, I just finished a long day at home. (Sometimes I tend to work longer hours at home because there isn't a natural stoplight of needing to catch a train. The nice part is if I need a long day, I'm usually allowed to do it at home.) At one point I found a file was missing on my computer that was lost on the network back in the office ... And all of this made me think: Another great post would be the "Downside of the All-Digital Workforce."
For instance, Mike, what a fantastic point you make about "production" being the focus of telecommuting. When you are in the office, it is always obvious that you are working, even if it's brainstorming with a co-worker. At home you feel the need to explain why two hours went by and you only finished the one thing, even though you know you were "on task" the whole time. And how do supervisors know how to judge this? I had a co-worker once who I'm pretty sure just slept the whole time he was at home!
Really interesting stuff. Thanks to everyone for the multi-generational commentary that certainly added way more than my initial thoughts -- looks like this is a hot topic not going away! On a personal note, I am still working out in my own head what ultimately will be better for me in my career, and so I appreciate the help. Let the discussion continue...
Granted I live in San Francisco, with a park and about 10 cafes in walking distance, but I don't understand how/why people would be "lonely" working from home. I prefer making community with my neighbors - freedom of association and all that - to having a ready-made workplace community where social roles are prescribed.
My cynical take is that people have lost the social skills it takes to generate (off-line) relationships without structure and oversight.
Can't be all digital in something like manufacturing. Someone, some place has to actually make something tangible. We've got our R&D, engineering, supply chain, vendors and customers connected, but, while we've got nearly all of our manufacturing automated, someone has to fabricate the parts, assemble them, test them, package and ship them. That means people have to be somewhere doing all this work. Our manufacturing is localized to the region, but breaking it down further just doesn't make any sense.
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