Principals Roundtable Recap: Managing Generational Differences in the Modern Workplace
Posted on Mar. 22, 2022 / Subscribe 0
Managing Generational Differences in the Modern Workplace
Having survived two-plus years working under a global pandemic, firms are now emerging into a shifting working environment that operates under a new set of rules. Identifying the new rules and the challenges they present was the topic of discussion this month at the SMPS San Diego Principals Roundtable, which was sponsored by KTUA Planning and Landscape Architecture.
A poll taken at the start of the meeting showed that 70% of the employees at the attendees’ companies are millennials. Baby Boomers came in second place followed by the generation known as GenX. These figures are in alignment with national statistics measuring generational differences in the workplace. Furthermore, national statistics indicate Baby Boomers soon will be retiring with the younger generations running the show in most offices. The principals agreed the primary challenge they face is how to manage generational differences and expectations.
Farzad Tadayon of Salas O’Brien said that Covid has forced his firm to make changes that many employees were already asking for, with schedule flexibility being at the top of the list. After more than two years of the pandemic, the firm is changing focus; core values have changed. He said that giving staff more flexibility is very important because it gives them more time with their families. As a result, he said these employees are much more productive than before.
Offering schedule flexibility had mixed reviews from other principals, who said the success of this approach depends on the employee. Nonetheless, all agreed they are now operating in an employee-centric universe and that keeping employees happy is important for their companies now more than ever. This brought up the question - what else do employees want?
The Word Cloud above contains responses from the group such as work-life balance, trust, responsibility, hybrid work hours, respect, communication, and fun.
While firm principals all expressed their support for making changes to meet these challenges, they said the actual management of these changing situations is difficult. For example, the actual management of a hybrid work situation can be challenging. Even though many employees are productive working at home, there is often a perception among the in-office staff that maybe they aren’t. How do you manage that? How do you manage the productivity and efficiency of someone you don’t see daily?
Naveen Waney of Platt Whitelaw Architects said that for designers, the creative process can stretch out over a few days when the contributors are working remotely. By contrast, creative problems can often be quickly resolved in the office when those involved can actually see what is being presented.
Other challenges cited for managing a work-at-home workforce included how to hire new employees, how to give an informative employee review, and how to offer a promotion to an employee who hasn’t been seen working in the office for a long time.
The consensus among the attendees was that employers need to listen to their staff and really understand what they are going through and what they need. Poonam Boparai of Ascent Environmental said her firm is taking steps to make staff feel more connected. They are seeing a higher number of PTO requests and they are approving them. They are also offering flexible holiday schedules in recognition of the multiple cultural events celebrated by their diverse staff.
Jaime Warren of Davy Architecture said her company is very sensitive to the needs of employees and is constantly trying to find unique ways of working together. Founding principal Ric Davy firmly believes that it is important to have fun, it’s not all about work, she said.
As Pamela Camack of SGPA Architecture noted, “We have to listen to employees and hold on to them; they are our best resource. We don’t want to lose them for issues that are rather minor. It costs a lot of money to replace someone!”
The Principals Roundtable is a series of quarterly meetings sponsored by the Chapter to provide principals with a forum to discuss issues of importance to the industry. The next Roundtable will be scheduled for the Summer of 2022, with the date to be determined. Firms interested in sponsoring the Roundtable should contact one of the Planning Committee members: Farzad Tadayon of Salas O’Brien, [email protected]; Galit Ryan at [email protected]; Kamala Kuresman at [email protected]; or Beth Bateman at [email protected]
By Beth Bateman, Owner of Bateman Communications
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