C-Suite Blind Spot – The Remote Workforce – Millennials July 2020 Update

Blind Spot

As corporations and the US workforce enter July, now 4 months into the remote workforce experience; what has been learned? Are the short-term adaptions and adjustments experienced during this period sustainable?

Generation X are deemed to be the most likely “go-to” demographic as this generation have been shown to be the most adaptable. However, Millennials who currently comprise about 35% of the workforce and projected to grow to be the largest sector at 43.1% by 2025 is another demographic that must be closely examined. How are individuals in this group managing? What do leaders and corporations need to be considering regarding this group as they develop their long-term workforce strategy?

Illumination

Deloitte’s 2020 Global Millennial Survey reached 27.5k Millennials and Gen Z’s before and after the start of the pandemic. This study found that Millennials were most drastically impacted with 25% having lost their jobs or being placed on temporary, unpaid leave and 35% cumulatively working fewer and or longer hours with no additional compensation. Consequently, it is not surprising that another study conducted in May by the Society for Human Resource Management (SHRM) found that Millennials were finding it harder to adapt to the recent and rapid changes in the workforce, more so than any other representative demographic.

On one end of the spectrum a large percentage of Millennials indicated that stress levels had actually dropped with the temporary reduction in commuting to work. Similarly, most are in favor of having the option to work remotely more frequently and on an ongoing basis. On the other end of the spectrum and as noted previously, this group is finding it most challenging to navigate the remote workforce.

Among some of the challenges being reported by Millennials as they try to navigate the new normal are:

· Concerns that organizations have not provided sufficient training on how to work remotely

· Lack of access to adequate workspace resulting in physical discomfort

· Loss of connection to coworkers

· Discomfort with disclosing mental health issues with employers

A lesson learned from the disruption created by COVID19 is that corporations can no longer conduct business the way it has always been done. Companies and their leaders need to be adaptable and versatile. One way to ensure that this occurs is to employ a team of experts to collaborate in the development of an effective, nimble and effective remote workforce strategic plan.

Many of my accomplishments have been win or lose situations. For me, second place was not an option. My key to success was to assemble a diverse team of specialized individuals who were experts in their fields. Together, we were able to develop strategies that helped me to identity, address and eliminate my “blind spots”. Executives may want to approach their blind spots similarly. When winning or losing are the only two choices, choose to win.