Generations@Work

“Après moi, le déluge” (After me, the flood). Words associated with Louis XV’s powerful mistress Madame de Pompadour (or the king himself) in reference to the fact that a whole lot of French peasants were getting pretty tired of life as they knew it. The good Madame was, I’m sure, neither a physicist nor epidemiologist, but she had a good feel for history and she sensed that the French monarchy had arrived at a “tipping point.” Scientists refer to a “tipping point” as that moment when something that was a previously rare phenomenon rapidly emerges and becomes more common or perhaps even a new dominant state. In France it simply meant, “off with their heads.”

And so, my question: Are we at a tipping point for Millennials entering the workplace? And a follow up question: Does it feel like le déluge? Lets look for some signs. Does the cover story in Fortune Magazine, along with, a NY Times op-ed piece, a new and important book, and a deluge of stories about young people in the workplace on NPR, represent a sign? You be the judge.

Lets start with last week’s Fortune magazine cover story by Nadira A. Hira on how to manage Gen Y’ers. Substantively, this is not a ground-breaking piece. In fact, it’s more of an introductory primer which repeats many of the core characteristics and qualities of Millennials. While not important critically, the publication and placement of this piece in one of the most widely read business mags is very significant.

Once you’ve read this piece, give your eyes a rest and go to the website for the NPR program On Point, produced by WBUR in Boston and hosted by Tom Ashbrook. In recent weeks Ashbrook has done a show on Gen Y in the workplace and a show on job prospects for college seniors. The program on Gen Y featured Nadira, the Gen Y author of the Fortune article (most On Point programs can be downloaded as podcasts from iTunes).

And if you missed it, there is the publication of the new book by Penelope Trunk of Brazen Careerist fame, “Brazen Careerist, The New Rules for Success.” A full review of this important new work will follow on this blog very soon. But I note it’s publication, and the success this book is having, as a further indication of the exponential growth in interest by young people in the ways of corporate America.

The proliferation of articles, books, media events, podcasts, and yes, blogs, about the emergence of Millennials, or Gen Y’ers, in the workplace is NOT the force itself, but rather a manifestation of the very real tremors being felt by senior executives and managers at all levels as they increasingly bear witness to the demographic shift taking place more or less under their noses. And now the coup de grace, an op-ed piece in the Sunday NYT by none other than the man himself, Tom Friedman. Could there be any further evidence of a tipping point? Friedman writes a glowing piece about young people, not as workers but as global citizens. He is moved by the optimism and the quiet determination of young people to make a difference in the world. In almost Brokaw-esque language, Friedman announces to the world the arrival of a new generation of Americans, fully prepared to meet the great challenges of our time. Be careful Tom, there’s a psychologist out there about to accuse you of the sin of excessive praise.

Back to Madame de Pompadour. If the “signs” indicate that the rate of change in work force demographics is accelerating, why do so many people in business sense this shift as a deluge, in short, something to be feared? Simple. Most organizations are not prepared for the change. The anxious chuckles from executive suites across America, along with the nervous jokes about the kids with tatoos and iPods, mask a deeper concern about the future of the enterprise, as well as forebodings about the future of our economy. Our advice, with all due respect, stop joking and start reading.

And after you’ve read the primers, go have a serious talk, a real serious and open talk with your recruiters and other HR professionals, who have been fighting in the trenches to give your organization a chance to compete for the talent you will need to thrive in the years ahead. The looming labor shortage (talk with them about this as well) of skilled workers means a war for talent in the years ahead. Folks in your organization have been fighting this war for a while now. They know we are at a tipping point.

Talent and opportunity come to the prepared mind. For the unprepared mind, it will soon feel like le déluge.