Your Mark … Get Set … Change!
business environment isn’t what it used to be,
but it would be cliché to say that the only
constant is … change. You can blame it on the
new millennium or the dramatic shift in our
nation’s economy that paved the way for all-things-different.
Regardless of how you slice it, two factors
are unshakably certain: the landscape of business
will never be the same again, and you
can’t count on the same tried-and-true methods
of getting your product or service to market.
is without a doubt that the next decade will
bring dramatic change to all aspects of the
workplace, including demographics like the size
of the workplace, age and income distribution;
white and blue collar jobs; and products and
services. Furthermore, as we become even more
technologically astute, varying methods for
creating productivity also will become different.
do you begin to change? Start by understanding
your clients, customers, employees and the changing
face of the workforce.
Bureau of Labor Statistics indicates there are
about 127 million working Americans, but in
just four years, this number increases to 133
million. While the 25 to 35 age group decreases
about 10 percent, the Baby Boomers – 45 to 55
years old – will be about 50 percent larger.
Americans over age 50 will be among the wealthiest
we have ever seen, controlling $87+ trillion,
or nearly 70 percent of the U.S.
household net worth. White collar jobs will
comprise more than 60 percent of the workforce,
significantly reducing the traditional importance
of blue collar jobs in the economy, and almost
half of white collar jobs will pay more than
9/11 tragedy certainly spawned an increase in
service-sector jobs, and according to the World
Future Society, there will be a shift of 25
million workers into service and information
industries. At the same time, generational groups
like Generation X and the Echo Boom have changing
priorities in the workplace. As more firms and
organizations strive to recruit younger employees
comprehending these two sectors is key.
X (born 1965-1976), for example, came of age
in times of recession, and experienced job restructuring
and job scarcity before they even turned 30.
Being the first technologically proficient,
online and techno savvy generation, they exude
entrepreneurism as the American dream. The youngest
work group – the Echo Boom – was born from 1977
to 1994, so eligible workers are now in their
mid-twenties. The Echo Boom generation is more
relaxed about the corporate world than their
Gen-X counterparts, but they will shape the
workforce on their own terms and enter it with
this information probably comes as no great
surprise, it does prompt the business professional
to reconsider and redefine the way the company
or organization recruits and retains employees.
Any notion that perks like free parking, pizza
parties and goofy golf will keep someone around
until retirement must be completely erased.
In fact, both the Gen-X and Echo Boom would
frown on such so-called “perks,” and instead
want to know how to make a difference
for the company so that his or her own goals
can be met.
of the changes employers may soon face include:
will be more emphasis on job performance
and less on college education.
paths will be less predictable and jumps
within companies will be the norm; the job
as a stepping-stone to something greater
will be altogether different.
more fluidity in assignments and less written
job descriptions; these groups don’t want
to be pigeonholed into a set of bulleted
and reward will be mandatory and immediate;
we know Generation X wants quick gratification,
so why not give it to them?
regulations like dress codes, a set start
and quit time (9-5), and others will not
inhibit individuality and originality.
Moreover, managers will coach, motivate and
empower. They will direct less and less. There
will be more self-directed teams, with team
leaders instead of a “boss.” Self-directed team
leaders will need a blend of instinct, on-the-job
learning and patience.
these observations may sound good on paper,
reality is a different animal. To anticipate
change, begin by assessing your company accomplishments,
endeavors and other ways of conducting business,
then determine how your company’s management
style might mesh with the changing workforce.
Write down a set of ideas about how you can
change for the short- and long-term, and ask
each of your key managers and employees to do
– even embracing – change will help you make
the most of it. We can make a difference. Give
us a call today.