By Allison Ebner
That phrase is not original. In fact, I’ve used it before to describe the landscape that HR professionals were managing during the pandemic. And although we are well past 2020 and the peak of COVID, we are most definitely experiencing strange times today.
The generational shift in our workplaces (think ‘silver tsunami’) is driving change at a rapid pace and it’s just going to keep coming at us like a whirlwind. A recent report from Newsweek indicated that 6 in 10 employers that hired a Gen Z candidate over the past six months have already let that employee go. They don’t work hard enough, according to the company execs. They want too much down time and flexibility and have no idea how to show up and work for 40 hours per week. I had to chuckle. I remember when my daughter got her first job after graduating from college. ‘They want me to work 8 hours a day, 40 hours a week…doing this?’ Yup – my husband and I told her to suck it up and get moving. And she did – for two years until she decided to start her own business and work for herself. By the way, that’s working out very well for her. She’s working about 60 hours + per week, but it’s on her terms and it’s doing work that she loves. Welcome to the new world of work. Millennials and Gen Z will make up 70% of the workforce by the year 2030. They are demanding some changes from employers and I’m here to tell you – it’s not smart to ignore them. The Baby Boomers are on their way out of the workforce, scaling back their roles and eyeing retirement. Guess what? The Gen X’ers are right behind them! And since Gen X is the smallest generation, many of our current managers are included in this quickly evaporating pool of leaders. So, what should we do next?
First, we have to understand that our workplaces will be changing. And if we don’t embrace some of the things that our newest employees are looking for, we’ll be doing everything ourselves! Flexibility is key – so is innovation. And by the way, paying your dues is very ‘out’ now. We need to be listening to all ideas, engaging staff at every level and incorporating some of the ideas from the next generation of workers. We also need to provide them with the training and education that they didn’t get in high school or college. (Lots to say on this topic but that’s a different article!) Soft skills are now POWER skills. Communication, critical thinking, emotional intelligence – you own this. Help your employees understand how they fit into your organization, guide them on how to be successful, ask them what they need to do their jobs more effectively and tell them what you need in return. Update your onboarding process, build mentorship programs and create ways to reward the behavior you want to see more of. Make sure your managers have the NEW skills required by today’s people leaders to drive productivity in this new world of work. If they don’t, your organization will suffer.
This ride is going to last a while, so lean in – fasten your seatbelts and get ready for the future of work! We can’t stop progress – it’s here! The EANE team is ready to support you with whatever you may need. Give us a call to discuss your priorities and the resources needed to build an exceptional workplace in 2025!
Allison