Networking 101

March 12, 2008

Generation Y is the known as the most networked generation ever. Meaning we maintain connections with persons from our past over longer periods of time and often look for opportunities to connect with new folks. Facebook and LinkedIn are standards at this point and we use them to reach out and digitally touch (or poke in Facebook speak) friends from past, present, and into the future.

Unfortunatley for the enterprise, all this personal networking is one factor that leads to higher turnover of younger employees. It is nothing new to get a job through a close friend but what has changed is the medium job inquiries are received and how close that friend actually is. It is not uncommon for me to get a Facebook invite from a “friend” in my network looking for applicants or to get a LinkedIn question from a headhunter who queried something in my profile. I think part of being so highly networked is our willingness to post personal information all over the Web in various forms and locations. The social networks facilitate the sharing of this information and opens the discussion about employment opportunities.

It’s not just social networks either. Maybe some of you out in the blogosphere have given or received job offers based on a blog. Maybe you’ve initiated a conversation with someone based on their expertise shown in a discussion forum.  Simply put, Millennials continue to make their mark all over the Web, continually expanding their networks; one page, one profile, one post at a time.


We Are Not Google!

September 13, 2007

You don’t say? I thought I just left my dog at home today, overlooked the pool tables, and donated the rest of my salary to charity. Regardless, the clarification may have been necessary for me as a Millennial and fan of all things Google. However necessary, it should not be an excuse from a Boomer to a Millennial regarding a companies lack of desire to accept change.

Since earlier this year when Fortune named Google the Best Company to Work For in America, Google has been brought up many times in the workplace outside of the context of just search and their suite of Web tools. Now their name is being thrown around the workplace by different generations as a form of reference.

Around the same time my Boomer colleague mentioned that our company was not Google, I had a Millennial coworker attempt to negotiate a perk popularized by Google referred to as “twenty percent” time. This is the practice in which Google encourages all of it’s engineers to spend one day a week on projects that interest them regardless of their project team. This has proven to be quite the successful practice for Google which estimates that half of new product launches originated from the 20% time. Alas, as my Boomer friend mentioned, we are not Google and consequently my Millennial friend’s request was denied.

As Google continues it’s path of domination and it’s influence over members of the Google Generation (just made that up, not offical), I believe we will see more and more pressure from Millennials to make the workplace more Google like and give the power to the lowly worker bees to push change and be creative and not just be cogs in the corporate machine.

Bridging the Generational Divide

June 27, 2007

Today the CIO of my company did a presentation titled ‘Generational Insight to Workforce Planning’ which described our companies (and many others) situation of an aging Boomer workforce and a growing demand for young knowledge workers. Obviously there wern’t too many surprises in that presentation since that is much of what this blog is devoted to, but what turned out to be very interesting was the conversation that ensued after the presentation.

The room was comprised of members of all four of the major generations currently in the workplace: Matures, Boomers, Xers, and Millennials. One gentlemen brought up the concept of retirment and the fact that very little has been done in terms of succession planning and knowledge management for his position. His concern was what is going to happen to all of the knowledge hat he has acquired over several decades of dedicated employment when he checks out. My immediate concern was not only what is going to happen to that knowledge, but how will it be managed?

I’m sure that a Mature or Boomer would prefer one means of documenting and handing off information and the growing number of Xers and Millennials would prefer an alternative. So how does the employer choose the most appropriate tools for these different generations? If those older workers are more comfortable with a Word doc or email message but the younger workers would prefer to access and upgrade that information through a wiki or have it incorporated in a mashup or team collaboration area; how do you bridge that gap? It was an eye opener for me as a Millennial in that I know what I want and how I want it. However, I often forget that Matures and Boomers also know what they want and how they want it and that their desires have become much more ingrained into their person over time.

Work-life Integration = New Hotness

May 5, 2007

Everyone seems to have there own opinion on what they feel work-life balance really means. Many believe that work should not interfere with ones personal life and vice versa. Based on my experience, these are the same individuals who you can generally set your watch by. Clock in at nine, clock out at five, eat lunch in between, by themselves, at their desk. There is certainly nothing wrong with this mentality which seems to be more associated with older generations. They have been conditioned by both society to be home in time for dinner regardless of issues at work and by employers to formulate routines and be accessible to bosses during normal working hours. Then comes along Gen Y with their mobile devices and demands for flexibility.

My opinion is that those members of the Millennial Generation are not interesting in the same work-life balance that their older coworkers are interested in. Those more seasoned generations are interested in a more harsh separation between work life and personal life. They prefer to leave work at work and check their personal lives at the company’s front door. I see younger workers less interested in a harsh separation and actually prefer to integrate personal and work into one entity, I guess we could just call that ‘life’. I want to be able to work from wherever, whenever. The thought is that work is something that you do, not a place that you go. I want to take personal phone calls while I’m at work, access my personal email, and better yet, access to members of my personal life.

I’m sure much of this cultural change can be associated with the rise of the Internet during our generation. We are the most networked generation thanks in large part to the MySpaces and Facebooks of the world; we are constantly connected and have access to information about everyone and everything. We have grown up with mobile devices and Web applications that have untethered us from a physical location and have granted us the flexibility to do what we want when we want. Now we are demanding the same of our workplace. I see work-life balance as a thing of the past and the future lies in work-life integration.

Who You Callin’ Special?

March 9, 2007

There are several key reasons why Millennials have and will continue to make a big impact on the workplace in the coming years.

  • Size: Gen Y or Millennials make up the largest generation since the Baby Boomers. With size comes power, as boomers phase out of the workplace Gen Xers will step up to the plate but Millennials will also be needed to back-fill the massive void generated by retiring boomers.
  • Technology: Millennials are the first generation to be completely comfortable with technology. We’ve grown up with it, particularly younger members of this generation. Millennials are fluent with technology and the older generations will always speak with an accent.
  • Thought Process: Since Millennials have grown up during the Digital Revolution and have grown dependent on the Internet and cell phones, the Millennial mind has morphed. Research has shown that younger minds have become multithreaded instead of a queue that can only effectively manage one input. It sounds a bit out there but just look around your office; those multithreaded thinkers are listening to iPods, tabbing through multiple Firefox tabs, chatting with several people on the office IM, while reading emails using multiple monitors.

So Millennials, count your blessings. We have been afforded the special tag by simply being born at the right time. As technology became mainstream and the home PC was the norm. In elementary school we played Oregon Trail and died of dysentery, in middle school we fell in love with the ‘You got mail’ sound clip and chatted with lovely ladies in the lesbian chat room (who were probably other 13 year old boys), and in high school we hung out in computer labs and developed our own Web sites. We never knew what it was like to not have access to a computer and all of the wonders that came with it.

Older generations have needed to learn technology and consequently many aspects of technology will always come more difficult to older members of the workforce. We all know that guy who can’t get his printer to work b/c he has his USB cord plugged into the network port or the coworker who is shocked over the power of the Alt + Tab combo.

However, please keep in mind these are generalizations. I have a gentleman at work who is in his fifties and is well above most Millennials on the technical curve and a lady who is a Millennial who killed a printer by putting scissors in the way of moving fan blades.