September 7, 2016
By Christy Fox, Marketing Specialist
Your work space is important to your productivity, your mood, and what you can get accomplished in the office. Whether you are in your own office, a cubicle, or an open work space, your personal space as well as your surroundings can make a difference to how you work. With that being said, sometimes professionals have the option to change desks at work or move to a different area, while there are also instances where the company makes the decision to rearrange work spaces and move employees around. Some employees like the idea of changing desks, and others are hesitant. Here are some factors to consider before deciding whether you may benefit from a desk change.
New People: A new space can encourage new, creative ideas to come about simply because you are surrounded by a new group of people who think differently than those you were with before. Being around different groups of people can change the way you think and spark innovation with the change of scenery. Additionally, you will have the chance to absorb new knowledge and learn more from the new coworkers around you.
Collaboration: Most commonly, desks or cubicles are grouped together based on departments. This makes communication among your department easy, assuming that employees are collaborating the most with their own department. On the other hand, moving desks so that separate departments are intertwined can help with cross-departmental projects and collaboration and depending on the nature of your workplace, could be a beneficial experiment to try.
Company Culture: Moving desks occasionally helps you to expand the circle of coworkers you frequently interact with. Since you essentially spend about 8 hours every day surrounded by the same people, moving around can help you become immersed in the company culture by knowing various employees across different departments and different spaces.
Distractions and Focus: While some employees may thrive in an environment with noise, brainstorming, and collaboration happening around them, some employees’ performance could be hindered by that type of environment. Being surrounded by too much noise could prove to be distracting to some, and they may not be able to work efficiently.
New Perspectives: Moving to a different area in the office can offer a different view on the business. For example, leaders in the company could gain insights from sitting among their employees. On the other hand, it could be eye-opening for employees to have a desk near a leader to learn more from him or her.
Moving to different desks is sometimes a company initiative to experiment with how workers will be most productive, and other times, relocating desks is based on the individual.
What are your thoughts on moving desks to different areas in the company? Do you think it is beneficial, or not?
By John Yurkschatt, IT Director of Sister Company DCA
In 2014, Millennials comprised 36% of the workforce. By 2025, they will make up 75% of the workforce. Compared to Baby Boomers and Gen Xers, the Millennials have a very different view of what the workplace landscape should look like and therefore, come into the workforce with different expectations. We’re already seeing some companies, including our own, that have adopted new techniques for hiring, motivating, managing, and retaining this young talent. Eventually all companies will need to adjust and prepare for this emerging demographic and shift.
On the whole, millennials are hard workers. But what do they really want in the workplace? Here’s our list of the 7 ways they will reshape the future of work:
Emphasis on Technology. As the most technologically literate generation, millennials find it important that employers keep them connected with the latest and best technology including mobile platforms. In fact, many companies now offer online pre-interview questionnaires and video interviews. Not only is the video interview process a cost-effective and convenient way to screen candidates, it also highlights the company’s use of technology and can help draw in top talent.
Corporate Culture and Meaningful Work are Paramount. Millennials say that meaningful work is a key factor when accepting a job. They want to know that their work will have a positive impact on their co-workers, manager, and on the company at large. In addition, millennials are especially fond of volunteering whether for skills-based volunteering or company volunteering days.
Leadership Must be Transparent and Authentic. Transparency is one of the top four qualities that millennials look for in leaders so it’s no surprise that when they become leaders it is something they will make a priority. Also, this generation is able to smell phony and pretentiousness a mile away. They’re fed up with politicians and business leaders who don’t keep promises and are more concerned about personal gain than serving others. They want leaders with integrity.
Working from Home Will Become the Norm. The Census Bureau reported that 13.4 million people work from home in America. That number will only continue to rise as more Millennials enter the workforce. They like the idea of remote connectivity and dislike the idea of being confined in an office from 9 to 5. They value a work/life balance but expect to stay highly connected and engaged with their employer and team.
Rewards and Instant Gratification Expected. Millennial expectations for rewards and instant gratification are due to their emphasis on connectedness and communication. Technology has cultivated an expectation of quick responses and immediate appreciation for a job well done. However, this appreciation is not necessarily monetary. Instead, millennials want their ideas to be considered, appreciated and implemented.
Annual Performance Reviews Eliminated. Millennials want feedback in real-time or at the very least, on a regular basis. They aren’t willing to wait until an annual review to improve. In addition, they want to know what’s expected of them from the start.
Leadership Development a Must. Millennials have a strong opinion about how they will learn and develop leadership skills. Career coaching, mentorship programs, and rotational assignments are the most desired types of leadership training. Less important are the traditional types of training including e-learning, university courses and instructor-led classes. Millennials want to learn through experiences, rather than traditional training.
If you’re a Millennial, what other changes do you see coming in the workplace? Please post below.