Millennials, on more than one occasion, have been called the "me, me, me" generation. So when you read a title like the one for this article, it may be tempting for members of that generation to think, "Here we go again: another post telling me how much I want a bean bag chair in my office."
But the fact of the matter is that last year, millennials replaced Gen X as the largest share of the U.S. workforce. As a part of that emerging majority, you're entitled to seek out the kind of employer that's best for you.
As a matter of clarity, here are some signs that your current or potential employer has the pulse of millennials, and where there may be a red flag.
Employers are trying all sorts of tricks to cater to Gen Y, and there may be some merit to pushing back against some of those things, like open-plan office — but that's not the point. The point is that there are changing dynamics in the workplace, and tangible qualities that your current or future employer can offer to ensure you're getting the most out of your work environment.
Check out these 9 ways the workplace is expected to change in the future:
9 ways the workplace will change in the future
Here's what millennials want from their workplace
In the past 25 years, one-quarter of companies have reduced the number of layers of management they have, moving toward a flatter, more grid-like management structure.
We've already seen it in companies like Vegas-based e-commerce site Zappos, which eliminated employee titles just over two years ago in favor of a manager-free "holacracy."
The Oxford report, which examined sectors most likely to lose jobs, noted that the transportation and logistics industry was particularly susceptible to upheaval thanks to the development of driverless cars by companies like Google.
Even jobs that seemingly require the human touch, like the classroom teacher, are at risk.
New technology doesn't always mean the loss of jobs. The invention of the printing press actually created a lot of jobs back in the day, said Price, "and we're going to gain jobs as well, but it's guesswork which jobs we'll gain."
Canton predicts a scenario in which humans and robots work side-by-side in the future, where new jobs could include operating artificial intelligence-based technology and old jobs could be augmented by it.
"We're going to need to train people — whether on the factory floor or in a call center — how to use A.I. smarter," Canton said. "So right now the era of using these knowledge bases is kind of cumbersome, but over the next decades artificial intelligence will sense what somebody is asking a customer and will help the human operator provide better service."
It's cheaper for employers, who have an entire world of workers at their fingertips, to hire freelancers as needed rather than full-time employees, as it doesn't involve a lengthy hiring process or require them to offer benefits like health insurance or social security.
Many workers are also starting to opt for freelance employment over full-time employment, giving them more jurisdiction over the hours they work and the jobs they take on.
But Price cautioned that this dynamic has the potential to exploit the labor force. Are workers choosing this route because "they want to freelance, or because they can't find a job?" Price wondered. "When companies are outsourcing so many jobs, people say, 'Well, I might as well become freelance because I can't get a job.'"
If the only reason people will freelance is because companies don't want to hire and pay full-time workers,"What kind of a society are we going to be getting?'" Price asked. "Are corporations going to employ a living wage, or are governments going to have to force that?"
People are living longer, and the cost of living keeps going up, requiring many to keep working much later in life. Younger generations also aren't saving money for retirement the way their parents' generation did, because they can't afford it.
"I think people will live and work as long as they're capable," Price said.
A "future of work" report from PricewaterhouseCoopers predicts that people will continue shifting away from the one life, one career mentality — an already observable trend among millennials. Workers will follow their passions as they change, and for many that also means changing careers.
But another driving force behind the phenomenon is a demand for social consciousness: Are companies ethically minded? Do they care about their customers, their environment, their employees?
Corporations "have to have more of a social purpose," said Price, "because people are much more ethically aware now, and people won't invest in companies that don't have a strong ethics." Companies have to prove that they're worth the time of their workers — that they have missions, values that they're invested in, and goals for becoming socially responsible in order to attract and retain employees.
The PwC report also envisions a world in which employers can monitor and screen their employees at a much more advanced level: "Sensors check their location, performance and health," the report states. "The monitoring may even stretch into their private lives in an extension of today’s drug tests."
The Daily Telegraph learned such measures will likely be met with resistance. The British newspaper installed motion detectors in early January to track their reporters but quickly abandoned them after incurring angry blowback.
"Will companies develop a kind of 'Big Brother' approach to checking on their employees? Possibly, but I think more of them will think they need to be engaged in supporting [their employees]," Price said.
He pointed out how many Silicon Valley tech executives are setting up schools for their kids and their employees' kids in order to provide a better, more tech-focused brand of education.
"These paternalistic philanthropists who want to give their workers housing, keep them out of the pubs, [and] look after their health" may seem intruding or controlling, Price said, but "it will be in companies' best economic interest ... to play a much more active role in that."
Coworking spaces are becoming more and more popular, not just among freelancers and entrepreneurs but also corporations that can use them to relocate employees. Dissolving the traditional office headquarters would enable companies to hire the best candidates all over the world regardless of proximity to a central company hub.
Social media engagement platform Buffer announced in October that it's getting rid of its office and instead letting employees work remotely or from coworking spaces, which Buffer will pay for.
“With an office, if team members are in San Francisco it can be easy to delay meetings until all team members are in the office. The conclusion we came to is that we should always do the thing we can do immediately," said Buffer co-founder and CEO Joel Gascoigne, adding that digital advances like Google Hangouts or HipChat help Buffer survive by facilitating instant meetings, messages, and face-to-face conversations regardless of employees' locations.
Both Price and Dr. Canton imagine a world in which driverless vehicles could eliminate mass transit and transportation jobs, but on the positive side, these cars could potentially eliminate daily commuter traffic, not to mention crashes and fender benders.
"Cars are going to have V2V, a vehicle-to-vehicle capability, and self-driving cars could be preventing a lot of accidents and saving a lot of lives," Dr. Canton said — perhaps as many as 30,000 a year.
This vehicle-to-vehicle capability, technology that lets cars monitor and communicate with each other, would track the speed of each car and facilitate and ease road congestion, making commutes more efficient and headache-free.
But these technological advancements aren't an excuse for humans to grow complacent and expect computers or artificial intelligence to do all the work — on the road, or in the office.
"The preferred future is not one where machines run everything and we just go on vacation," said Dr. Canton, but rather one where human lives and jobs are made easier by the aid and advance of technology. "Our jobs are being changed because computers and networks can do [some] jobs more efficiently than humans can. That doesn't mean eliminating humans, but it means retraining humans to keep pace with it all."
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Good Online Visibility
If you're a millennial job candidate, you're more than twice as likely to have looked up your future employer than a job candidate from another generation. With the amount of information out there, you can probably see pictures of the office, look up salary information, and even read reviews from past employees.
It's plausible that before you say a word in your interview, you understand what the job entails, how much your competition pays for the same position, and what the most disgruntled employees have said about life in your office.
If a company isn't aware of this, it'll reflect in how well they tend to their online presence. That probably represents a number of things, including a lack of engagement with their current employees and a lack of investment in online development.
Clear Channels of Communication
This infographic from 15Five says it all: we crave communication. So much so, in fact, that 84 percent of us millennial workers would choose a job because of its open communication policy versus its perks package.
Surveying more than 1,000 employees across the country, 15Five found that open communication was crucial for millennials' productivity and overall happiness in the workplace. It's more than just weekly check-ins: it's about creating an open an honest environment where workers can receive constant feedback. Right now, according to that same survey, only fifteen percent of companies are doing that well. So the door is wide open for you to get ahead of the competition.
If the email you got from work last night a midnight didn't already confirm it: the 9-to-5 is dying. A recent survey from Ernst & Young reported by the L.A. Times revealed that most of us millennials would turn down a promotion or leave their job for a company that provided more flexibility and work-life balance. That may mean working strange hours, taking extended working vacations, or simply changing the days of week that you come to the office.
If your company isn't already offering those kinds of schedule options for you already, it's a sign that they don't understand — or more than likely simply haven't reached out to — their millennial working population.
In 2013, one survey found that it costs $15,000-$25,000 to replace a millennial employee. As a matter of leverage, you may let your employer know that rather than spend the money trying to find someone who can work within the traditional time block, maybe it's worth exploring flexible schedules that cater to the way you're seeking balance in your life.
Tell Us What You Think
Is this just a bunch of entitled, generational bologna, or is there merit to millennials standing up for what they deserve in the workplace? What's something that you value most in an office environment? We want to hear from you, so please share your thoughts in the comments below or join the conversation on Twitter!