Phyllis Weiss Haserot's
INTER-GENERATIONAL RELATIONS e-TIP
Caught in the Middle: Working It Out for
Generation X
May 2008
We and other advisers and commentators have devoted much
attention to the "big" generations - Generation Y/Millennials
and the Baby Boomers. It is hard to ignore roughly 80 million people in
each of those generations with strong voices and financial clout (current
and potentially). Caught in the middle, and often feeling neglected, is
the much smaller Generation X cohort of about 44 million people (U.S.).
By the law of supply and demand, you might guess that Gen X should gain
big-time as this generation gains career experience and maneuvers up the
typical career ladder. But instead, they feel squeezed in between the
Baby Boomers who are slow to leave and turn over control and clients and
the newly arrived Gen Y eager beavers. What's more, many Gen Xers have
arrived at that treacherous time in the career cycle when they have greater
demands from work and family than ever. And they are serious about having
personal time and life choices. Like Gen Y, they are willing to work hard,
but they want to do it their way
.
As the generational issues receive more attention, we are seeing more
experiments to try to restructure work so that it works better for people
and their clients as well. Here is the story of an accounting firm that
is achieving an impressive record of productivity, satisfaction and higher
morale through their Work/Life/SUCCESS program. It was initiated in response
to their Gen X managers' and senior managers' call for change to the existing
and typical accounting firm "busy" season schedule - perhaps
the biggest challenge of all
.
This successful example from an accounting firm, not one of the Big Four
(whose workforce flexibility achievements we hear so much about), rolled
out for the busy (tax) season shows that flexibility can work extremely
well in a demanding work environment when people are open to trying. LBA
Certified Public Accountants in Jacksonville, Florida, began their Work/Life
SUCCESS program during the 2006 busy (tax) season, when professionals
complained to the managing director that Saturday work in the office requirements
forced them to miss their children's sports. They raised the bar in 2007
and have impressive productivity success as well as happier professionals
to show for it. The program has two main components: 1) Giving professionals
a choice of when and where a minimum requirement of hours gets done; and
2) A changed bonus and incentive system which rewards production and achievement
of specific goals rather than number of hours expended.
The managing director thought it shouldn't matter where or when the minimum
hours were being completed but knew partners might be hard to convince.
Buoyed by the raised spirits of the managers when approached about the
concept, she got the partners to agree to try the flexibility as long
as the hours were met. Admittedly this was "a leap of faith for some
and a push off a cliff for others," according to the managing partner.
The first year, everyone met their hours requirements and was grateful
for the choice of where and when.
For the next year (2007), it was decided to shoot for more flexibility
by changing the bonus and incentive structure. Rather than rewarding working
overtime, a structure was designed for appropriate goals and accountability
measures that would reward the end result rather than the hours it took
to get there. The bonus program included personal goals and firm goals.
A fun way to measure and visually display progress was devised.
The results were impressive indeed ranging from an 85% to 125% increase
in productivity in various categories. Morale was higher than it had ever
been. Despite higher productivity, people felt less stressed. Team leaders
pointed out that people approached their jobs with more project focus
and efficiency. As one said, "I think our office is better staffed
by allowing people to work when they know they are at their best."
Do you think this is a viable model for organizations you know? It appears
to be applicable to all generations and shifts the focus to what really
counts: productivity and work satisfaction, which usually go hand in hand.
Please share your observations and thoughts.
Phyllis
© Phyllis Weiss Haserot, 2008. All rights reserved.
Check out *Next Generation, Next Destination*, our blog about transitioning
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For coaching, training and special programs on inter-generational relations and maximizing the potential of young professionals, call Phyllis for an exploratory talk or complimentary coaching session at 212-593-1549 or e-mail at pwhaserot@pdcounsel.com
tel: 212 593-1549
fax: 212 980-7940
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