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Define: Flexibility
Written by Buddy Hobart on March 24th, 2010
Dr. Joseph Rudmon, professor at CMU is constantly reminding his students that English is a living language. Over the years, words change in meaning. Sometimes the changes are subtle; sometimes the changes are dramatic. One word we hear over and over in the workplace that has taken on a new meaning to Gen Y is the term “flexibility.” Many business leaders that we talk to define this word completely differently than Generation Y does. To most business leaders, the term flexibility (as it relates to the workplace) means less than a 40-hour work week and a loss of productivity.
Generation Y has a different take on “flexibility.” In fact, in speaking with many Gen Yers, having a certain amount of flexibility at work equates to being trusted. It certainly doesn’t mean less than a 40 hour work week or diminished productivity. Gen Y simply does not take a 9-5 attitude in the professional work place. It is true that Generation Y does seek a certain work/life balance, it is just not the same work life balance as Gen X and Baby Boomers sought. Prior generations wished to compartmentalize work more, and separate their home and work life almost completely. Gen Y sees no real need for this separation if it is managed effectively. To Gen Y, flexibility means the ability to work when they are most effective and productive. This is not always necessarily between the hours of 9-5.
During a recent interview with a Gen Y employee, she pointed out how sometimes she is at work by 7AM and has also scheduled a business meeting at 7PM. She was not complaining about the long work hours, but was questioning the need to be sitting at her desk from 4pm to 5pm with no real productive task at hand in order to appear to be “working”.
When I questioned her further, her response was very telling. “If I leave the office before 5:00, then it appears as if I am slacking. I find that lack of trust to be insulting. I have never slacked off anything in my life and would appreciate the recognition of that hard work by being trusted in the way I think I deserve.”
It is certainly true that not all jobs can have flexible hours. In fact, many jobs by their nature require the individual to be present during certain hours. However, that is not true for all jobs. I truly believe that the communication gap is widened by using words that are defined differently between generations.
How do you define flexibility? Which other terms have varying definitions from one generation to another?
Does Gen Y Require Too Much Support?
Written by Buddy Hobart on March 22nd, 2010
In our organization, we challenge one another to make sure that our words and our actions align. Having become a Gen Y advocate, this sometimes causes me to feel a bit hypocritical. While I have tried to understand and be aware of my prejudices, sometimes they unconsciously surface.
During a recent conversation, one of our Gen Y folks asked me, “What are the things that you still struggle with in terms of Gen Y?” This prompted me to realize that even though I am a Gen Y advocate, I am still a baby boomer by birth. It is now, and will be for a long time, a struggle to confront my own prejudices.
I took that question to one of my friends and new mentor who has been retired for about ten years. This person was the president of a very large organization with tens of thousands of employees. He left the workforce just as Gen Y was entering. He is really fascinated with the Gen Y topic, even though he doesn’t have any firsthand Gen Y employee experience.
As we were discussing Gen Y, I realized that one of his observations is also one of my concerns about Gen Y. My friend expressed concern about Gen Y’s lack of self-sufficiency. He told me that toward the end of his career he had noticed the need for more “support groups” than he had seen in the past. His observation was that Gen Yers need support groups in order to deal with challenges. His sense is that folks from his generation had a “tougher constitution” and were able to “suck it up” to overcome adversity. To be fair, my friend was very open about not understanding the psychological impact of going it alone versus using support groups and did not necessarily think one was better than the other. He could certainly see the advantages and disadvantages of each process. Our conversation led me to one of my own current prejudices toward Gen Y. If anyone wants to offer any help on this one, I would certainly appreciate any insights.
I believe that with the availability of social networking and the instant opportunity to share information, many Gen Yers are reaching too quickly for support and input without first challenging themselves to think through the issue. While it might be very helpful to get outside opinions on certain things, I also think it is critical for individuals to challenge their critical thinking skills and problem-solving abilities.
Taking this even further, one of my current prejudices is that Gen Yers often see an inconvenience as a tragedy. While we talk a great deal about organizational alignment and communication, sometimes it is impossible to “dot all of the i’s and cross all of the t’s.” Also, no matter how good leaders are, sometimes they simply have a bad day. Having your boss snap at you, being out of the loop sometimes or not receiving the right resources can simply be an inconvenience and not a tragedy. Sometimes I think that Gen Y can be too quick to put these bumps in the road out there as major issues without taking time to think them through at a deeper level.
My friend said to me, “It seems to me that we need to be able to come to grips with adversity as individuals since a support system isn’t always available.” His comment made me realize that I still have many prejudices that I need to recognize and review. The one I’m working on today is Gen Y’s ability to overcome adversity without wasting time and energy and always looking for a support group to step in.
From Street Cred to Unintended Consequences
Written by Buddy Hobart on March 18th, 2010
I have recently been told I have “street cred”. At this stage in my life and career, I never even imagined that I would need street cred for anything. But, as usual, I was wrong.
Allow me to explain. Recently one our employees noticed my new phone, the Droid, and was fascinated that I had upgraded to that technology. Since she handles a great deal of our Gen Y Now project, she felt my obtaining a Droid gave me “street cred” among the tech savvy Gen Y set. While that may be true, what it is really giving me is headaches.
I have to admit the technology is extraordinary and I am fascinated about what all the device can do. I am so fascinated, in fact, that I might even read the instruction manual. For sake of full disclosure, I am not sure how many cell phones I have owned in my life, but I have yet to read an instruction manual. To me, a cell phone was, primarily intended to make calls. Every once in a while, it was useful to receive a call. Over the last year or two, however, things have changed dramatically.
I don’t think I am alone when it comes to my generation and the new technology. While I am not afraid of it, I am also not completely open to everything it can do…I subscribe to the law of unintended consequences.
I am wrestling with how connected I really want to be. It is hard enough for me to separate my private time from my work efforts and being constantly connected may not be a good thing. I know many folks who regret receiving their first “crackberry”.
I certainly did not buy the phone to enhance any of my “street cred”. While I am an advocate for Gen Y, I never even stopped to think that I was now venturing into technological territory unknown. That might well be the first unintended consequence of my purchase.
My biggest fear of unintended consequences is to send the message that I am constanly available. Too often I see businesses paralyzed by useless email and the need to delay action while waiting for a response. I do not want my connectedness to alter our organization’s culture. Currently, we value action, accountability, and results. We do not wait around needlessly.
Another unintended consequence that has me scared to death is the reaction of our clients. If everyone knows that you are constantly connected, there seems to be a sense that you will always respond in real time. Many of our clients have not become extraordinarily successful by working 9-5. Will they have an expectation that I will be available to answer any issue late into the night? What will the expectations be? Am I overreacting? Will anyone even care? I simply don’t know and am honestly confounded by these questions.
I’m sure I will like having a GPS in my phone and being able to get my Southwest Airlines boarding pass from anywhere, but will I really appreciate being connected 24-7? Will I upset many disciplines that I have worked so hard to develop over the years?
As a technology immigrant, this territory is very new and confusing. And now I have to worry about using my new found “street cred” should I be a miserable failure assimilating to this new land.
How have you managed the unintended consequences of constant connectivity put forth by technology for yourself or your organization?