A conversation with Neil Howe | Part I - Changes in the workforce

When it comes to experts in generational research, history and trends, Neil Howe is at the top of the list. Howe is a best-selling author, consultant and national speaker. He is a renowned authority on generations in America.

Having known of his work for years, and having seen his name cited in articles since grad school, I was excited when Howe agreed to a phone interview.

Over the course of the next few posts, I'll share more of my conversation with Neil Howe in three sections:

I) Changes in the workforce,

II) and Misconceptions about Millennials

III) Advice for employers.

For the purpose of this post, I'll focus on conversations we had about changes in the workforce.

In Millennials Go to College, Howe points out that as more Millennials leave college and enter the workforce, "employers will start using different recruiting techniques--and reorganizing working environments--to attract and retain them."

I asked him to expand on what changes he is seeing.

"A lot of changes are already being seen. Employers don't necessarily understand the issues, and instead more trial and error is being used."

More teamwork in the workplace.

"One of the things you are seeing is a greater effort to accommodate and facilitate teamwork in the office and in the workplace with this new generation because employers didn't take long to realize millennials work well in groups."

Instant Messaging (IM) is a prime example of this. "When people first started doing IM, employers prohibited it. Then, employers realized these workers were helping each other using IM." There is more of a collaborative approach to work, contrasted with older generations who was coworkers as competition.

Looking at the long term:

Another thing Howe says that employers are now observing is that the Millennials are planners. "They like to plan ahead and there is a greater emphasis on longer term employment within the company." Generation X was asking 'what do I get this year?' 'What can I cash out with now?' while Millennials are taking a longer term perspective.

"We are beginning to see increasingly young people come in and ask long term questions; 5 years down the road, where can I grow in this company? This was not necessarily the case with Gen X. There is also a greater emphasis on bonding within an institution. Some companies ae actually having camps and retreats where they immerse people into living with one another 24/7 (like Accenture), learning the lore of the company. This would not have gone will with Gen X. This would have caused a riot with the Boomers, and Gen X simply wouldn't have been interested."

Bring on the helicopter parents:

Yet another factor Howe sees is that the helicopter parent is now looming over the workforce. Out of necessity, employers are placing more of an emphasis on sheltering and doing more outreach to parents.

"Employers hate the parental presence, but it is now extending into the workforce," Howe states. "Excessive parental involvement was originally the single biggest complaint among teachers several years ago, then it predictably moved into colleges, and how it is becoming a pervasive issue in HR departments with parents doing everything from helping fill out applications to actually coming to their children's interviews."

Many employers are working with this trend. Howe says that "employers are now working on co-marketing to parents. Enterprise now has a completely separate employee orientation just for parents of new employees."

What are your thoughts on these trends?

The next posts from my conversation with Howe will focus on
II. Misconceptions of Millennials,
then
III. Advice for Employers

I'll share more in upcoming posts from my conversation with Neil Howe. Be sure to check out his books and services at Lifecourse Associates