Look Around HR

The Baltimore Sun had a good article in their newspaper today that discusses the generation gap in today’s workforce.

From the Baltimore Sun:

Generation X workers rejected suits and ties for more casual attire. And now some workers are flip-flopping to work.

Some employees are calling in sick via text message.

And parents of young workers are calling managers and executives to complain about their children’s work evaluations.

Things are changing in our workplaces as four generations of employees work under one office: the so-called silent generation, who grew up during the Great Depression and World War II; the Baby Boomers, the post-war babies who grew up to be radicals of the 1970s and yuppies of the 1980s; Generation X, the so-called latchkey kids with an anti-establishment mentality; and Millennials or Generation Y, who are attached to their gadgets and parents.

We are all aware of these differences in the workplace, and while every stereotype associated with the different generations (good or bad) may not be true, it is important to stay informed of their needs. That said, you shouldn’t have a different set of policies for two different employees by any means. Just like blacks and whites, males and females, may want different things but you must come to a consensus to please them, the same approach should be taken to the different generations.

When you think of generation Y (which I am certainly a member of) you get the impression that they don’t want to work too much- at least that is the stereotype. So I was surprised to see this article on CNN.com about the potential for burnout from new grads.

In the next two to four years, retiring manager baby boomers will trigger a wave of new openings for high-responsibility jobs, says Levit. A lot of those jobs will be filled by less-
experienced workers - many of them millennials.

“Their sense of entitlement and their over-ambition are going to create a lot of stress for them,” Levit says. “They’re going to be given the responsibility they crave - because there’s no one else to take it.”

These young managers will have trouble getting their arms around their job responsibilities, says Levit. Their drive to succeed - typical among millennials - will be exacerbated by a world where technology makes work possible virtually anywhere, 24-7.

I think the most important thing here is for all employers to watch after their employees and see that they are not truly over-worked (we all say we are but in reality may not be). The work-life balance may be something that millennials crave, but it is important to all workers. The younger workers are less afraid to request it, and leave if they don’t get their way. In the end, everyone is hurt if you are pushing the employers beyond their capacity, have them checking e-mail at midnight, and calling them on vacation.

Last week, I wrote about a recent study linking higher gas prices to lower employee productivity. According to the study, the high prices were taken a burden on the employee and their family, causing stress, and other factors that affected work performance.

Some companies are being pro-active about the rising prices, and trying to ease the pain at the pump. This CareerJournal story has details into some of those plans:

Earlier this month, employees at Miller Grossbard & Associates in Houston found an extra $50 in their paychecks. The small accounting firm added the money- and plans to continue doing so on an interim basis- to help its 28 workers cope with rising gasoline prices.

Companies are launching a variety of relief initiatives such as providing alternate ways to get to work- including purchasing buses and vans to give employees free rides- and changing corporate policies to accommodate workers who travel for their jobs.

Some companies are increasing mileage rates, providing gas-related cost-of-living raises or even supplementing employees’ paychecks to relieve the burden. Others are reconfiguring sales professionals’ territories so they are more compact- leaving fewer miles to drive.

Many of these ides are all pretty costly to the company. As the economy continues to slow, I know a lot of companies may not have room in their budget for a company van or an extra stipend for gas. Look for ways that will not be pricey to your company that also shows the employee you are concerned for them and are trying to help (hint to Congress: if you followed this strategy your approval rating might get out of the teens).

As I talked about last time, there are many things you can do that are not to expensive if you get a little creative and promote it to your staff.

Yes, according to one researcher.

According to Wayne Hochwarter, a professor at Florida State University’s College of Business, a new study shows that rising gas princes cause employees to be less excited about going to work; and therefore their quality of work decreases.

“People concerned with the effects of gas prices were significantly less attentive on the job, less excited about going to work, less passionate and conscientious, and more tense,” Hochwarter says. “These people also reported more ‘blues’ on the job. Employees were simply unable to detach themselves from the stress caused by escalating gas prices as they walked through the doors at work.”

More…

“Several employees said they simply could not escape the media onslaught of bad news regarding the future of gas prices, and many reported their financial futures were looking bleaker and bleaker,” say Hochwarter.

One respondent said that rising gas prices have left him distracted at work.

“I spend more time at work trying to figure out what I need to give up to keep gas in my tank than thinking about how to do my job,” said the factory worker.

To show that your company understands the problem employees face, you may want to offer alternative programs to the traditional 8-5 such as 4-10 hour days or telecommuting if at all possible. You might also want to organize a car pool system employees can participate in.

I would also argue that the stress isn’t because of gas prices alone. It could be from any prices rapidly increasing, resulting in a financial hardship for that worker and their family. You may want to think about an employee assistant program offering financial advice that workers can speak with confidentially.

P.S. Remember when $2.00 a gallon seemed expensive?