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Ryan Healy is a recent college graduate. He is a founder of 
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As Generation Y or the Millennials leave their dorms behind and enter the real world, we are encountering a corporate world that is, for the most part, still stuck in its outdated ways. By the time my generation is given the reins, work will barely resemble today’s office environment. It’s not because we are special or better than any other generation. It’s because we are entering the work force at the time that the web is revolutionizing work.
What does Gen Y want from work? The same things many web workers look for: the ability to work wherever they like, an identity that isn’t defined by a particular profession, and flexible ways of experimenting with entrepreneurship even while benefiting from traditional employment.
Increased trust between employer and employee. Most people I know, myself included, truly believe they are more productive and happier when working from somewhere other than the standard workplace environment. Whether it’s home, Starbucks, Barnes and Noble, or the beach, as most of you know, there is something refreshing and relaxing about not being stuck in an office. Cubicle farms are a thing of the past, nobody likes them and thanks to new technologies the majority of companies don’t even need them.
These remote working arrangements will completely depend on trust between employer and employee. If I cannot be trusted to get things done without supervision, I do not deserve to have a job, and I will not have a job. Isn’t this what college is for though? We prove our ability to succeed on our own and it is reflected in our GPAs and non school activities. With the increased use of virtual offices, there is no need to be micromanaged at work any longer. Trust me!
Jobs no longer define who we are. “What do you do?�? is often the first question people pose to one another during an introduction. Lately, I have had a hard time coming up with a straight answer to this question. I have my “real�? career, but I spend a heck of a lot of time writing, networking and creating new plans for the future of my blog, Employee Evolution.
I now tell people I am a consultant, writer and aspiring entrepreneur. I consider myself all of these things. If I am comfortable enough to tell people this, then it must be true. Right?
Anyone can be whatever they want thanks to the power of the web. Creating a business, website or blog is so simple that we can all play multiple roles. As Gen Y continues to enter the workforce, our day jobs will no longer define who we are.
Entrepreneurship in the workplace. I don’t need a business plan and I don’t need millions or even hundreds of thousands to ditch the boring paychecks. I can even continue collecting a paycheck and make some extra money on the side. My very unscientific estimate of young people I know who plan to start a business at some point is eight out of ten. It’s no longer a risky dream. Starting a business is a reasonably cheap and attainable reality. The days of keeping top employees around with a 5% raise or a promotion to the corner office are dead.
To keep young workers around companies will have to compete with young people’s motivation and impatience. In other words, companies must feed our urge to jump ship and start a business, by giving us the opportunity to come up with an idea and have free rein over development, implementation and follow through. Logic tells us that companies should not “train�? young employees to be entrepreneurs for fear of losing them. However, I can guarantee that retention rates will increase as employees no longer feel the need to leave a company that provides them with intrapreneurial opportunities. This is quite ironic when you think about it.
These are just a handful of the hundreds of differences between today’s work environment and the old days of 9 to 5 in a cube. As Gen Y continues to learn, grow and mature into executives and VPs I hope that we embrace the evolution and revolution.
Cross-posted as a guest over at Web Worker Daily.
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Leave your thoughts here. (24 responses)
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Ryan,
You and your Gen Y cohorts are not alone in your quest for a better work environment. My generation (Gen X) despises the current corporate culture and “cube farm” working environment as well. Unfortunately, my generation is too small to make any significant difference or material changes in the current attitudes of baby boomer bosses in charge of corporate American.
But the evolution to a more open and results-oriented work place will continue. Generation X will continue to push for the changes as we begin to enter upper level management positions (that is if the Baby Boomer bosses ever decide to get out of the way) or as we continue to start new business ventures. And as you highlight in your post, Generation Y will expect the change.
At any rate, it is great to hear Gen Y’s views on the current work environment and even greater to know that Gen X isn’t the only generation that dislikes it.
John,
What do you mean when you say a “results-oriented work place?”
I’ve never seen a company that wasn’t focused on results. Please explain because I know I must be missing what you’re really saying.
While it may be true that the corporate world is bit slow to
change, it’s not against change. Corporations have always been a bit slow. Many companies were badly burned burned in the DotCom Bust of the late 90’s. They want to get things right. Bottom line: the change is a coming.
Anyway, I found that the quickest way out of a cube is to prove yourself–if face-time is needed, do it! I’ve said time and again, that they, the bosses, won’t buy into your ideas until you consistently prove your worth to them. Yes, results matter. They always have. Make it happen.
You’re absolutely right Tim - I’ve been lulling myself into thinking that if I join my fellow Gen Yers and pursue entrepreneurship that I won’t have to deal with the responsibilities and seemingly endless slew of meaningless work. I consider myself intelligent and creative and that’s all that matters right? Wrong. Still have to prove yourself in the workplace and even if I did begin right now to become a successful entrepreneur, I would still have to prove myself to others. That last paragraph is so true…
In response to John, when he said results oriented, I think he is referring to the way that Best Buy is doing things now with a non traditional work schedule. Just get the work done and you can come in more or less when you want to.
I think you’re right, AB. Tim check out this article for more detail on ‘results only’: Featured Company: Best Buy.
Great post here, Ryan. Your point about intrapreneurial opportunities is a good one — they give young employees a reason to grow and develop *within* the company rather than taking their itchy feet elsewhere after a year or so. The benefit for companies is clear: they are minimizing their turnover costs while nurturing leaders internally at the same time.
But here’s something else to think about: ownership. If the employee is giving the power to develop a mini-business within the company, does he/she retain any intellectual property/financial ownership over that product or business upon leaving the organization?
Hoping others can add their insight into this question.
As a member of Gen Y this blog is great.
To answer Bryan’s question; he/she retain any intellectual property/financial ownership over that product or business upon leaving the organization?
The answer to that right now would be no. In companies policies they state that what you do on companies time and with their equipment belongs to them. Just look at all the people that file patents every year in the name of their company, that turn out to make the company millions. Do you think companies would be willing to give up that power?
I come from an engineering background and results oriented means delivering a project on time and under budget. As a project manager you get ownership of the project from beginning to end. This is becoming the way of the land in corporate america, and probably the closest thing to intrapreneurial from my perspective.
Michael:
You’re right: The answer right now is most definitely always a no. But if the result is that whenever people — especially the younger workers we’re talking about — have really great ideas they want to put into action, they have to leave their company to do so, mightn’t a re-think of the traditional intellectual property arrangement be considered?
That’s one to be seen. But you make a good point, and if companies want to stay economic powers they will have to adjust or continue to see the best talent walk out the door.
Devin and AB,
Thank you!
This kind of flex work schedule can be great.
All of this will depend on the overall long term results–increased profits,
customer satisfaction, etc.
It will be nice if it works. Though the downside is essentially
being on call 24/7. Will that make the work/life balance better
or worse? I’m guessing better, though technology has a sneaky
way of creating more and more work for people.
I know that a lot of creative companies have been
using flex-time. Face it, office space is
money for companies. They’ll save a ton of money
if they can use less facility space.
I still think face-time is important. It may not
that you have to be in the office all the time, but being
in the office does give you certain advantages and
opportunities that those who avoid face-time will
missing out on–real visibiltiy for one–which can lead
to promotions.
One more thing…
The CEO of Best Buy
bought into the idea because
it was bringing in results.
Most bosses want solutions or
ways to improve the bottom line, etc.
These lower level employees
were action oriented and delivered
and the CEO “got it.”
One more time–you want your ideas
bought into? Prove yourself.
Don’t whine, Do it!
I don’t think anyone is trying to argue the virtue of perseverance. Work hard, prove your worth, reach your goals - these are the steps to success no matter what field you’re in.
With that said, the value of programs like ROWE is to make work better, not easier.
Hi Ryan,
Actually, there is a lot said on this site about boomers or
management not listening to younger workers.
I’m only pointing out how to make management
listen to younger workers, and to take their ideas seriously.
It’s not that they, management, don’t want ideas
from younger workers, you just need to prove yourself
first. When you prove yourself, they’ll start to listen. And changes
can start to be made.
That’s all I’m pushing here.
John was expressing frustration about corporate culture, the cube farm,
and not be able to make changes in the work environent. Best Buy shows that the culture can be changed, you just need to prove yourself–or prove your new process will work–before
you’re going to be taken seriously.
Also, a lot is stated on this site about work/live issues. I’m not talking about better or easier–I’m only asking will a 24/7 on-call work life improve the work/live balance we all would like. Or will it make it worse? Getting buzzed by the Blackberry at 2:00am is not too fun. I’m not making a statement. I’m asking a question.
Tim:
You make some great points and I agree with your logic - you earn recpect through proving yourself. I wouldn’t want things any other way.
I also believe that mangers need to do something real important to their job description - manage. Part of this is listening to what your employees want. You don’t need to give into them, you’re the boss! But if you want to excel, and have your employees do the same, build a relationship with them that makes them want to prove themselves. Basically, it’s a two-way street.
Read more into ROWE, it’s not necessarily a 24/7 work life. You make your own hours and achieve results. You don’t get buzzed 2 a.m. to do more work, unless of course you’re not doing your work to being with.
Thanks for your comments.
Thanks for all of the comments! Again, I have been away with no access to internet, so Im jumping in late. The point about work/life and 24/7 work is a great point. We need to look at this work/life balance in a different way. Rather than thinking about how we can leave work early to spend time with the family we need to figure out how to work the “right” hours that will allow you to spend quality time with family. And sometimes this might mean “blending” work and life. A business call at you kids soccer game is not the end of the world, and grocery shopping at 2pm on a monday will probably be much more efficient then waiting until the 9-5ers leave work.
Check out my first post on the Brazen Careerist titled, Why I don’t Want Work/Life Balance…
blog.penelopetrunk.com/2007/04/02/twentysomething-why-i-dont-want-worklife-balance/
-Ryan
Ryan,
I fear work will be more 24/7 than make your own hours and achieve results.
It’s already happening–2:00 am assignments, ideas and projects popping from your Blackberry…That with a more global market could make the true work hours even more intense. Hope I’m wrong!
Tim,
I agree that all organizations are looking for results. And of course I do not have a problem with that expectation. What I can’t stand is the micromanaging boss who expects results along with face time. For example, I am an early morning person. I usually get into the office almost 2 hours prior to the time my boss arrives. Again, I have no problem with this situation. However, my boss expects the face time… i.e. don’t leave the office before the boss does at the end of the day. My feeling is that if I am getting my work done and the results of my efforts are exceeding expectations, then face time should not matter. But it does with my boss.
On my last performance review, the only negative remark listed was that I work “part-time bankers’ hours.” Not really sure what that specifically means, but the bottom line was that my boss thought I wasn’t working enough hours. What he was missing (even though I make it known that I get in early and also work outside of the office often) was I work hard and get results, period. I have no patience for this type of strong arm management style.
I aspire to take on a significant leadership role in my career. When such an opportunity finally arises, I can assure you that my management style will be really “results-oriented” and not face time oriented.
I hope this long winded response answers your question.
John,
Thanks for the response!
I’m curious, how does
the company regard success–and I mean beyond results.
What kind of hours are expected? Do others work later
than you? This is where it kind of sucks–you have to make a decision…
do you bite the bullet, work later hours and show them
that you’re willing to play by their rules? If not,
progess at the company will be much harder to achieve.
What if you came in just a bit later–still before the boss–but perhaps
only an hour earlier than him and then worked later in the evening?
No one wants to work late hours. But if you do want to
take a significant leadership role in your career, it usually
takes some kind of similar sacrifice. Is it fair? I don’t know. But
I do know that life isn’t fair.
You may need to work within the system before you can change it.
The bigger question is are you in the right job/company?
So the next option, which I’m sure you’re pursuing, is to move on.
Oh, and John, You’re not anywhere near as long-winded as I am!
Wow. I’m amazed you’re so out of date with the current work world. There really isn’t anything you’ve mentioned in your article that isn’t already being done. This started in the 80’s so most of what you describe is clearly over 20 years old.
I’d like you to look at the issue of movement, where does one really need to “move” in order to complete whatever task is required for the business. Examine this, then figure out what actual structures need to exist to conduct business, live life, etc. Currently, we believe we still need 500 year old systems. First it was walk and ride horses, creating paths and roadways. The roadways were then used by horse and buggy, now we’ve turned them into highways and streets. Trading turned into malls, that had to be visited (unless of course you order online or telephonically, but the delivery system still uses the same horse trails). So, I’d suggest if Gen Y (also seriously obsolete- been the Millenials since 1999) want work force change, look to change fundamentals, or else you’ll end up like a boomer, great potential, very little change.
Perhaps you should examine “profit” and the need to “expand”. Even our government believes it must always expand by passing new laws. Companies like Patagonia have been exploring other ideas. They used to produce 15 colors of a fleece top. Then they realized they made as much net money by only producing 5, so they reduced the color selections.
So, I only hope the Millenials look to make structural changes to our world, not merely cosmetic.
As a career-focused GenX’er supervising a team of GenY professionals, I have two thoughts to add regarding benefits like teleworking:
1. My company (not going to name it) has focused recently on teleworking, which is great, but it is primarily a means for the company to control real estate costs, not because they’re embracing some new freedom-centric work paradigm to benefit its employees. Teleworking is a policy that benefits the company first (costs, recruitment, retention) and happens to benefit the employee. If it were the other way around, it would not be moving forward.
2. Despite what many people think, teleworking for an established corporation does not mean you can work random hours any time of the day or night unless you are truly a department unto yourself. If you ever have to work directly with a client, or management, or a project team (as I do), the most freedom you can generally expect is to set some of your own hours, but those hours must be both consistent and convenient for the people with whom you are working.
And a warning that reiterates some of what I’ve heard from others: being young, smart, and talented really isn’t enough, no matter what we tell ourselves or each other. Honestly, the world is full of young, smart, talented people, and more are born every day … many of them in other countries, where you can also add the word “inexpensive” to the mix. If you want to succeed at someone else’s company, the proof of the pudding is really in the tasting: you have to deliver consistent, on-time, high-quality results. Some large, high-paying companies will try to meet a developing workforce halfway in the interest of talent recruitment, but it’s dangerous to overestimate your worth, especially when you’re just starting out, as GenY is right now.