How does your firm address multiple generations in the work force?
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Ayers Saint Gross
I have learned so much from the more experienced people in our office. I have learned not only technical skills, but also patience. My goal is to model that same patience as I mentor the younger generation.
Our teams typically consist of a diversity of specialties and experience. Having that day-to-day exposure in a peer relationship on a team helps to grow younger staff. Creating that open space to ask questions of more experienced staff creates trust, which is the unspoken fuel of every team.
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DLR Group
DLR Group is a lateral business, meaning that it recognizes that each employee-owner can contribute to the practice with skillsets and professional/life experiences unique to each generation. Each new hire is seen as filling a leadership position because we are all brand ambassadors with a unified design voice. Age is just a “thing” and we embrace all levels of employees as precious to the organization because our differences contribute to a diverse, well-blended whole. Although expertise and experience are valued, younger staff bring their own value, and those who show initiative and passion can move into leadership positions early in their careers.
Knu Design
Personal flexibility (meaning each of us must stretch our mind to accommodate the others), and institutional flexibility (work hours, communication techniques, duties, etc.).
Moody Nolan
Having multiple generations in our firm presents unique challenges. Generations are reflected within our leadership. It gives us the ability to have meaningful discussions about how we support our staff from multiple perspectives. We have also been fortunate that some of our staff have taken leadership on this topic leading to the creation of various intergenerational support groups, changes in corporate policies around community participation, and meaningful engagement in various mentoring efforts. Interestingly, some of the challenges learned through these efforts help inform the way we help our clients through their similar struggles.
Populous
A multi-generational workforce is a core component of our culture. The diverse perspectives, knowledge and experience levels it comes with promote variety – variety of work, clients and people. It results in high energy and tons of ideas and interaction. Diverse perspectives help makes us stronger and better problem solvers. We recognize the value of a multigenerational firm. Teams are formed with the intent of integrating the various generations. It provides great mentoring opportunities and breeds a team culture of looking for ways to improve process and product. It helps us to embrace change, but also to acknowledge the value of experience.
(Return to the cover of the 2018 PM Digest: Firm Culture)