Workforce of the Future
February 11th, 2008 by Cali & Jody
One of the challenges of talking about the culture of work is that people can assume that finding a better way is not a “must have” but a “nice to have.” Reducing people’s stress, or making maternity/paternity leave policy more humane, or almost any other “work-life balance” issue can be viewed as important but not essential. The business of business trumps all.
As this story from Minnesota Public Radio suggests, that is about to change. As Boomers retire in record numbers, we are approaching a time when there will be record shortages of workers. The most talented of those workers are going to enjoy an incredible amount of say in how they work. Even the the average worker is going to be in the driver’s seat when it comes to picking jobs that offer them more than the daily grind.
The decision every business faces today is whether or not you want to lead through this change, or play catch up. We’ll be blogging more about this issue in the coming weeks, but we wanted to add this thread to the conversation. It’s true that a Results-Only Work Environment is a nice place to work. But nice isn’t enough. We are approaching a time when employee control will be essential to survival.
One question - do you see this empowerment working for employees already at a company, or just for those starting new jobs?
Do you think boomers will ever really retire? They may not be able to afford it.
Maybe it will be the boomers who’ll be in the driver’s seat……..
Sounds good to me! As a young guy who has only been in the real world for five years, I’m looking forward to the prospect of being able to demand a ROWE one day. I only recently came across this concept, but I’m all for it. However, do you think that a ROWE is applicable to all work situations?
For example, is it the best option for a tightly sequenced production line? The master of the production line, Toyota, is often referred to as an “enabling bureaucracy,” which connotes a certain level of employee control, albeit benevolently utilized. Toyota is renowned for its respect for people, but apprently does not employee a ROWE. Pardon me for my relative ignorance of the subject, but are there certain limitations to the application of ROWE?
I also am all for a ROWE work environment too, Mike L. I don’t want to continue to feel the guilt of leaving at 2pm today to trade off with my husband in taking care of a sick kid. I am a highly productive employee and shouldn’t have to think twice about leaving a few hours “early”, especially when I really keep tabs on work 24 hours.
I am really looking forward to getting my hands on the book to learn more. I’m also buying my boss a copy, he is good when it comes to me, but he doesn’t apply the ideas to himself!
I love the concept of ROWE. As a HS teacher, however, it would not be an appropriate option with the way High Schools are designed today. If we were to change HS design or if I were to teach online, I would hope the concept would catch on in education.
Today’s future workforce is very talented and capable of many things. Accountablilty is not always one of them. Excuses are offered up at the ready, and they are often apathetic towards learning. Is this a refection of our education system, or the way students are raised, or both. I have diffiuculty having students take the reigns and go for it when I assign the project. Does this change with maturity, or do I need to change my teaching style? Food for thought.