A co-worker had a birthday the other day (Happy birthday to-o-o-o you-u-u!) and was clearly a little off-balance as a result of the impact of aging (over-30, home, new baby). I tried to give comfort by telling him that "31 is the new 50", but that didn't appear to work.

Growing into new roles is a process that many people seem to struggle with. There's the mid-life crisis, the quarter-life crisis, the aging boomer crisis, the Gen Y crisis -- and of course, the Gen X / middle child crisis. The rolling effect of these crises is that roles in the workplace continue to be elusive. Mentors are as tough to come by as apprentices.

In the midst of all this personal turbulence, how do you find an appropriate path to teamwork? A lot of the old, gold standards for lines of authority and responsibility are getting fuzzy -- and yes, you can point to the economy for that one as well. If a thinned-out organization is going to function effectively without classic structure based on generational hierarchy, how will that all come together?

We're just guessing here, but our guess is that flexible, cross-functional teams will straddle departmental organizations. They'll tackle strategic objectives and attack tactical needs as well. And don't discount the intervention of outside contractors to bolster some of these.

The traditional departments will feel much of the pain, and there'll be a lot of juggling going on. And figuring out how and where those people fit best will be the biggest challenge of them all.

See what happens when just one person has a birthday?

When we last looked, the Blackberry was the "official" unofficial office tool. Everybody had one, everybody connected to work email, some work applications, and work pals, bosses and underlings.

This summer, that's changed. In my office area, there's only one holdout with a 'berry -- everybody else has gone iPhone on us. There's mail, there's Twitter, there's messaging, there's GPS built in. And we won't even talk about all the non-work stuff, ranging from pedometers to measuring devices.

Morning conversations have "evolved" from discussing the progress of specific strategic projects with expected outcomes to ... does it feel funny typing on an iPhone touch screen?

Now I know it's new and cool, and I know that just about everybody who doesn't already have one will be getting one for Christmas this year. But I'm not really seeing it as an investment in productivity for most people. Companies often bought many employees a Blackberry to extend the tether (the role that used to be filled by a beeper). Particularly in these economic times, I can't see most companies switching to iPhones instead. Anybody know any company -- outside of Apple -- that has done so? Please let us know.

So will it become as ubiquitous as an iPod, or even a 'berry? At that price, and without corporate support? And with no meaningful professional functions to boost productivity?

I guess I'd have to say "yes", it can't possibly miss. Am I wrong?

I kind of hate holidays, or at least love-hate holidays, for a bunch of reasons. Even the 4th of July.

In one previous life (I've had several), I worked for the Commonwealth of Massachusetts, and as a state employee had 10 holidays a year -- one almost every month -- and it provided a great break. Most private companies only have half that many holidays, and that often comes with an asterisk.

Speaking to someone on the way to work today, I heard that he's off for a long weekend, except that he's probably going to need to work almost a full day from home to catch up. Not the first time I've heard this story, especially with lean staffing in many companies these days.

If it were actually a vacation, he'd be off the hook -- not as many people are willing to give up their personal holidays and work, as opposed to the company/public holidays. But here is my point (at last!).

Some people are protective of their personal time, others less so. But if there's a corporate expectation that holidays are a gray area between personal time and company work-release time, then something's definitely wrong. And that's my holiday thing -- I only want to be thinking about whether it'll be too wet for the fireworks display, not about whether we can figure out which Drupal modules will work best (some of you will know).

What are you looking forward to this summer?

A: A lot.

[UPDATED to add: I'm just going to go ahead and admit that I got up in the middle of writing this post to stuff my face with two big gummy things from a coworker's desk.]

At the beginning of every internship or job I start, I tap my foot through the mundane details of orientation, waiting not-so-patiently to ask The Question: Where’s the fridge?

I’m slightly obsessed with food. Not like I always have to have it in my mouth, or that I eat five pizzas when I’m stressed. Not that I eat a ton of food or bad-for-me-food or even ultra-good-for-me food (I try). But any friend or family member can tell you that I’m not happy unless I know what I get to eat next and when I get to eat it.

So starting a new job with a new schedule and a new office culture obviously messes with my Food Plan. And here are the problems:

The candy jar knows my name – and is calling it. One could consider me lucky for sitting in direct sight of a desk with two fully stocked candy jars (and usually a package of some kind of treat). But really, it’s torture. Especially at about 3:00 every afternoon.

My lunchbox is working overtime (but I’m not). In an attempt to live on an intern salary and relatively healthily, I’m a big lunch-packer. But I’m an even bigger people-person, so I’ve definitely been known to bring a lunch then save it for a day or two when better lunch plans come up. Who can turn down heading out with a group of interns or a good chat with a supervisor – especially for a Lean Cuisine?

Sharing with coworkers is good. Sharing with oneself is better. It’s a fact of work life: Office dwellers love treats, and whatever anyone brings in and puts in the break room will disappear. And the bringer of the treats gets major points. I brought in a loaf of banana bread the other day, 1) because The Intern could always stand to impress some people, and 2) because I didn’t want to eat the whole thing myself. Lo and behold, just because I made it didn’t stop me from getting sucked into the treats-in-the-kitchen excitement. I sat there and ate a big slice. And then another one. And realized I should have left the thing at home.

Anyone else have any office food challenges?

Do you cave to the candy dish every afternoon?

Do you trade in your cheap, healthy chow for a networking lunch out?

Do you have any good, um, self-control tips for a hungry, social foodie who’s a health nut (with a major sweet tooth) at heart?

Interesting article in the Wall St. Journal on prelancing. What's prelancing, you ask (don't be embarrassed, I asked)?

Prelancing probably ought to be called freelancing, but that's taken already (blame those knights of old). It's an arrangement in which you -- smart, talented, and looking for work -- agree to work a limited number hours a week (5-10, usually) for a company for free, especially a company with no paying jobs available, but a need for somebody to help get some work done.

In return, you gain some additional work experience, some possibility of additional work references, and -- a longshot -- some chance of a job if and when the company does start hiring.

Yes, at 5 hours a week, you could probably take on a couple of "prelance" jobs, and still have plenty of time left over for actual job hunting (the article brings up Unemployment Assistance rules, but that's another issue). So I guess I have mixed feelings about it as a strategy.

It gets you out of the house, it potentially has the ability to accomplish some great things (meeting people, gaining experience and references, etc.). It does mean that you're essentially donating your time to help somebody else's business (I'm fine with volunteering for non-profits, of course, but this is different). Are you being taken advantage of, or are you being smart?

Anybody else know the answer? Or have a different answer?

Seems like the surveys keep rolling out proclaiming Gen Y the sole owners of Facebook and Baby Boomers (or at least early Gen Xers) the Twitterers. Carol Phillips, a marketing prof at Notre Dame, joined the conversation when she listed "Three Reasons Gen Y Doesn't Get Twitter"

The reasons? Twitter is unnecessary, they say -- FB, text messaging fill all the gaps, plus FB enables messaging updates, calendars, contact books, videos, photos, etc., all in one place. What's the point of Twitter, Phillips quotes.

I certainly can't speak for Gen Y, but I can speak to what's the point. Twitter works for some of us on a whole variety of other levels, not really approached by FB. Anybody ever watch TV and see a stream of headlines and updates crawl across the bottom of the screen? Anybody ever listen to news being broadcast live from an event. For that matter, anybody ever see a quick reference to an interesting or funny story/blog/article/news update? I have, and always appreciated them. And now I see all of those every day on Twitter.

And that's not even counting the number of new "friends" I've made on this marvelous new network. Yes, most of them are professional contacts, rather then buddies, but a network is priceless (as people in the careers business always say).

If I were to give advice (which I hate to do) to anybody wondering "What's The Point", I'd say try this: Start keeping a Twitter track of things you do that are interesting, funny, sad, serious. Not just "I hate getting up for work in the morning". Things that you do and see and think about are what make you unique.

Then go to Twitter and start following a lot of diverse people. Not just college friends and not just Ashton or Oprah (who will never follow you back), but different people. Do a search on a topic, and then follow some of the people who have commented on a topic. Then do the same thing for a different topic, and then another. Build your custom network, and keep pushing out your own Tweets all the while.

So do I really care if you use Twitter versus Facebook? No, not really. Is it an age thing? No, not really. What I do care about is that you find more ways to stretch your network, and help you become a more diverse person, and eventually, be more prepared to have a successful career.

In the meantime, follow us at ExperienceLive.

At almost 24, I barely remember the days of not having a computer at home – so while I do have some fuzzy memories of that sad, sad time, I more or less consider myself a digital native.

Wait – who am I anyway? I’m a student, an intern, a runner and a dedicated dog mom with about a buffet’s worth of stuff on my plate at any given time. A joint master’s (public health and health journalism/communications) student at the University of Minnesota, I dabble in a little of this and a little of that, mostly in the health and do-gooder arenas. I just moved over to 3Gen from Experience’s health care blog, Health Nuts, which describes me fairly well if I do say so myself.

And, as I said, a digital native, which I increasingly embrace. Especially when it comes to working with those who are not.

This summer, I’m working full time as an intern at a large state government agency where 42 percent of employees are over the age of 50. Nearly 70 percent are over 40. Needless to say, communicating electronically is not natural to many of them, and trust me, they’re still learning.

I’ve worked, volunteered and interned at quite a few organizations, and they all have different cultures in general, which extends to email etiquette. But, forgive me, this place is just weird. And it seems to me that many of its oddities have to do with these digital aliens.

We have some written rules, some unwritten, many spoken, a few you just have to figure out. But the rules are a little strange to a blogging, Twittering, Facebooking student who will panic if she doesn’t check her email at least hourly (and that’s pushing it).

Rule 1: Thou Shalt Not Let An Email Go Unrequited.
Really, I was told this. I’m hyper-sensitive to email overload, so I’m not used to sending a “Thank you,” “Will do” or “Rock on” response to every single email I get. I think it’s fair, in this technological age, to assume that one received an email unless you hear otherwise. That being said, I must reply to all emails here, which you can imagine gets a little awkward when both parties have been told to always reply. Typical email exchange:

Me: Thanks for the information, Bob. I will look it over.
Bob: Great. Thank you for reading it.
Me: Yes, I will read it. Thank you again for sending it.
Bob: Sure. I’m happy to provide it.
Me: Thank you.
Bob: No, thank you.
Me: Have a great weekend.
Bob: You too.
Me: What’s your favorite kind of pizza?

You get the idea. But if you don’t reply, even to an FYI-type message, many people default to thinking it must have disappeared somewhere in that darn cyberspace and just have to send another or call to follow up.

Rule 2: Thou Must Make A Follow-up Call (But I Will Have To Call You Back).
Speaking of following up, I think it’s necessary in many cases – especially when someone breaks the reply-to-everything-rule. I’ve been told phone calls are best in any situation. And also that they’re only good for follow-up. So I started with the phone, but most people who answered seemed frazzled to be interrupted. So I switched to email, with a consequent phone call if no response:

[ring, ring]
Me: Hi, Bob, just wanted to follow up on that email I sent on Friday.
Bob: Oh, you sent me an email?
Me: Yes, I sent it on Friday morning. It was about X, Y and Z.
Bob: Hmm. [clicking]
Me: Well, it said—
Bob: Oh, I see it. You sent me an email! On Friday! It’s right here!
Me: Yes.
Bob: Hold on, let me read it. [reading out loud] Oh, yes I did read this on Friday.
Me: Great, I just wanted to—
Bob: I did read this! I have no idea why I didn’t send you an email back.
Me: It’s no problem. Maybe we could talk—
Bob: Can I call you back? I need to read this again.
Me: [head to palm]

Rule 3: Thou Must Use All Tools At Your Disposal. And The Tools Rule.
Don’t get me wrong, I love the Outlook meeting invites as much as the next cubicle dweller, I’ve just always had the idea that one should at least discuss the fact that a meeting might happen before sending out a meet-me-at-this-time email. But here, people use meeting invites as the entire message.

Bob: Date: Wednesday, June 24 / Time: 10:30-11:30 / Meet with Kate
Me: ???

I may or may not know Bob, and we probably haven’t even discussed the need for a meeting. But if the time in my calendar doesn’t have anything else on it, it’s free game – and considered semi-rude to decline a meeting request when there’s not a conflicting appointment on one’s calendar. So I find myself blocking out lunch, work time for specific projects, pretty soon bathroom breaks.

It seems people get so excited that they are able to see my calendar and send me a meeting invitation that will go directly to their calendar, the actual content of the meeting is a total second (if ever) thought.

I know it’s rough to learn this stuff from scratch. Especially in an agency with fabulous people who get along well and would just as soon hang over each other’s cubicles and chat like they have for years.

As a champion Chatty Cathy, I sympathize. I suck it up. I play by the rules.

But I still think it’s weird.


Thanks to Flickr's summitcheese for the great photo!

Motivation is always a downer -- it always infers that somebody (else) needs to be more motivated to do something (work harder, play harder, lose weight, drop the price on their house, whatever) than they currently are.

The word popped up in several commentaries and a few editorials I've seen over the past couple of weeks, all pointing at how the current crop of college grads needs to be more motivated to become successful.

OK, I have a few problems with this. First, when I graduated, the school officials and guest speakers were all gushing about how we were the hope for the future, and entrusted us to be able to translate ideas and ideals into great deeds.

So what happened -- are today's grads just chopped liver? Are things different, and the new crew can't be trusted?

Second, let's look at those folks making these harsh, negative judgments. Are they doing so well with the economy and ethics and world peace and the environment that they can spot losers from a mile away?

Sorry about being skeptical, but I'm just not motivated to see it their way. Are you?

This is a follow-up to the last post about former public service workers retiring with pensions after years of work. Today's news item indicates that new grads are looking hard at some "traditional" (rewarding in a non-financial sense) careers.

According to the article, applicants for the Teach For America program far exceeded the number of openings, although the program administrators said they'd love to have more funding for more positions.

If the administration has its way, that might happen. In the meantime, there are lots of other opportunities -- not just in teaching butin a variety of public service options as well -- just waiting for talented and enthusiastic people to step up.

And I'm guessing that the Boomers who are getting ready to retire will welcome the sight of new blood ready to fill their shoes.

Went off to the beach for an extended long weekend, and found sun, sand and some interesting career conversations.

Along with the assortments of families and tweens and teens (not many working folk), I ran into a number of what used to be called "pensioners". These are people who worked long enough to earn a pension, one that would be paid to them monthly when they retirement.

So how relevant is that to current and future workers? It seems like every day the news is filled with auto companies and newspapers cutting employees, cutting pensions, thinning out unions. The slant is almost always a negative one -- the inference that pensions are a drain on the economy, contributing heavily to the current recession.

I asked the "pensioners" what they thought, and they all gagged on my questions. Turns out that they weren't living off huge corporate pensions at all. These were folks who had been "underpaid" teachers and civilian government employees and ex-military (National Guard).

They put in 30 years or more in some form of public service with no employer-subsidized 401(k), and just looked ahead to the day (today) when they could retire and get by on their pensions. They were proud of their career choices, but happy they had something to look forward to after those careers were over. Something like going to the beach during the week.

P.S. If these folks are retiring to collect their pensions, where do you think some job openings will be starting to happen?

By Allison Jones

My mother is currently going back to school to get her BA. Recently she and I have been having wonderful conversations about our experiences as students in two very different educational settings at very different periods in our lives: I enrolled at Haverford College right after high school, and she enrolling at New York City Technical College after raising 5 kids, with a newborn in the middle of her career. Of course there are many different kinds of schools and nothing is ever black-white, however in our experiences as students and full time employees we’ve seen some trends. Below are some of the key differences we have noticed:

Columbia University in New York City

The role and value of real world experience: I remember sitting in a class with a bunch of other 17 and 18 year olds who had left home for the first time. In many classes the professors’ way of getting us experience was to have us do volunteer work or internships. The goal was to combine book learning and hands-on learning in a meaningful way. This is in stark contrast my mom’s classes which not only have “traditional” students but also older students, parents, and professionals mid career. My mother says that the students have too much experience, so much so that it is hard for them to understand anything that doesn’t match with what they’ve been through. Experience in this case is a barrier to classroom learning whereas when I was a student it was built upon as a tool to enhance classroom learning.

A sense of entitlement versus hard work: I’m not exaggerating when I say my alma mater threw money at us to do things. Start a club, travel abroad, volunteer…you name it, there was money for it. Of course, this lent itself to a sense of entitlement among students. Once I started working and dealing with volunteers, many of my supervisors and other coordinators lamented working with students from elite schools because not only did they expect everything to be handed to them but also they thought they knew everything, not paying attention the culture of the organization and the people they served. On the other hand, my mother—as a student and employee—states that since so many students at the community college have limited resources they are more likely to do well seeing any and all opportunities as crucial.

Borough of Manhattan Community College, CUNY, New York City

Ability to communicate on the job: When my mom comes to me for career advice it is always about how to talk to her supervisors. Her supervisors went to schools like my alma mater and she often feels as though she can’t articulate her thoughts and concerns well enough for them to be taken seriously or understood properly. Of course, in my view, there are two people in that conversation and she should not be the only one making an effort for understanding. However my mother brings up an interesting point: people with similar educational backgrounds tend to talk to each other even if the office itself is diverse and the ways in which they talk are perceived as different.

The presence of diversity: As much as colleges like mine may try, they very rarely reach the diversity of community colleges. Many of the students at Haverford, including myself, were groomed to be there: prep schools, test prep programs, and family members that attended. We were given many of the tools necessary to thrive and the professors there knew how to teach us. This is very different from community colleges which draw immigrants, students who are the first to attend college, parents, professionals, younger students, older students, and people of different ethnic backgrounds. Classroom dynamics are different: I very rarely saw heated debates in the classroom while my mother says they happen all of the time, making students the educators while frustrating teachers who are often ill prepared to handle such differences.

Interestingly none of our discussions focused on the texts or subjects we learned and enjoyed. Instead we were exploring how school is really about the transfer and acquisition of social and cultural capital: the invisible but important manifestations of class and education. Speech, interests, mannerisms, style of dress, and aspirations all are shaped by the kind of institution you attend and shape people’s perceptions of you.

During our discussions we had a variety of questions and would love to get your input:

Is there an inherent inequality in the way these two institutions are set up or are the differences merely a reflection of different educational needs and aspirations?

How much do these manifestations of class and education matter in an economy that is increasingly global and connected where people adopt different ways of doing things all of the time?

What role does the quality of teaching play in how students acquire capital? Are there other factors ed and not ed related?

Allison Jones graduated from Haverford College in 2007. She chronicles her life as a newbie in the professional world at Entry Level Living.

By Allison Jones

I came across this great article from Politico via Michelle Obama Watch about how the Obama’s frequently host informal gatherings with simple foods and limited discussions about politics in an attempt to “make sure organic relationships trump political maneuvering.”

When it comes to building your network, I very rarely hear discussions about the importance of developing genuine friendships. The emphasis is usually on seeing what resources you can each provide for each other. However, in reflecting on Obama’s approach to strengthening his circle, I wonder what are the professional benefits to developing organic friendships?

Your relationship will last longer: When you establish a common bond your relationship will have a solid foundation and will evolve over time. The best mentors and allies are those who make a commitment to you and your overall growth which takes time.

People learn more about your style: While we may try to separate work and life, in many ways work can be a reflection of who we are. In a genuine relationship you learn about how people work and what environments would be best to suit their talents. As a result when advice is given it can better match your talents and style.

You are forced to think about your goals: People who know you and are invested in you are more likely to hold you accountable and push you. No idea goes unchallenged or unquestioned so you always know you’re moving in the right direction.

How else can genuine friendships help you professionally?

Allison Jones graduated from Haverford College in 2007. She chronicles her life as a newbie in the professional world at Entry Level Living.

I'm not a technophobe, really not! But a new-found old friend accused me of being exactly that.

I've been on LinkedIn for a couple of years, belong to several other networks (love ning.com for really instant networking); got on, then off MySpace. Facebook was my major holdout.


I'd been avoiding fb because 1) it felt a little "young" and 2) never-ending reports of security concerns made me pretty wary in these days of identity theft. I had an fb account, but never used it.

OK, so the "young" comment makes me a marked man -- you can probably see the scarlet letter ("O" as in Over 30) on me. But I don't feel I need to drink Red Bull every day, either.

Until last week, when a former colleague tracked me down, invited me to become a friend, and then proceeded to throw the anti-technology comment at me. Me, of all people!

So here's the dilemma -- do I really belong on Facebook because people say I should be there? Should I just let it go, and stick to regular email to keep track of people? Is it really the future of communicating, or just tomorrow's trivia?

Photo by coda

As some newspaper columnists are just now discovering that lots of people use coffee shops as offices, I think they're 1) missing the point, and 2) coming awfully late to the game.

For at least 8 years, I've talked to people who do much of their business in Starbucks or Peets or Au Bon Pain. They needed the space to work, sometimes close to where their next appointment might be, and when Wi-Fi became pretty commonplace, it was a no-brainer.

More recently, I've stopped into an ABP, laptop in hand, and had trouble finding a quiet corner. Why? Because one large section was taken by a knitting club -- yes, a group of about 15, sitting there knitting away (and occasionally sipping away on their coffees).

In the center, a small group started to gather, becoming a larger group, and then they broke out into song. They were members of some barbershop quartets (look it up in wikipedia) who were practicing. Not rock band loud, but you couldn't really ignore them, either.

The point? Maybe the ABPs and Starbucks stores are becoming the offices AND libraries and community centers of today and tomorrow. As office workers become more mobile, maybe a lot of offices are being deprecated (look it up), and work is changing to accommodate that.

I know working remotely is happening everywhere, and I'm not seeing many people talking about the downside (who do I buy my Girl Scout cookies from?) Would you mind working out of the office most of the time? Should companies stop providing office space for you if you do?

Photo by timothy b. buckwalter

Job-seekers are funny people (yes, even you!) Here's why:

1. I recently read a story about people applying for jobs, then not showing up for the scheduled interview. Not calling, not writing -- just not showing. The recruiters suggested that because so much of the hiring process has become automated and impersonal, some candidates don't feel they need to bother if something else comes up.

Wow! -- that's all I can say. Unemployment is well over 7% and you get a job interview, and then don't show up for it?

2. Sort of related, we had an opening, received an application, but the applicant asked to delay the interview for a week because of a previously-planned vacation. After the "vacation", received a note saying how much she was looking forward to meeting us that week.

The very next day, received a note saying she had accepted another offer. I love being played, don't you?

Obviously I'm not understanding how the rules of respect and consideration have changed. Am I the only one? What up?

Sometimes jobs feel repetitive, and you know you'd like to learn new things -- but how?

Well once in a while, it's as simple as recognizing the opportunity. Here's an example:

A couple of weeks ago, we hosted a users' conference (sorry if you weren't invited). It wasn't a huge thing with hundreds of thousands of attendees in Las Vegas -- it was a couple of hundred people coming to Boston (yes, Boston in January -- now that's commitment!).

So to pull it together, then to pull it off, required a lot of people doing a lot of planning and work. Or, you could call it opportunity.

As a company, of course, the conference was a hit. But as individuals, a lot of people learned a lot of thing about planning and organization, especially the whole field of event planning and conference organization.

It was a great opportunity for a lot of us to do a lot of things, and especially to learn about what goes into a successful event (it's a lot harder than you might think!). And some people who lent special skills (first-class photography or event organizing, for instance) really got to shine.

I bet things happen at your company all the time that provide similar opportunities. If they do, tell us!

By Allison Jones

The words “history,” “change,” and “hope” have made their rounds in virtually every media outlet around the world in an attempt to describe President Obama. We feel good as a country knowing that we have made a huge step forward. It takes a lot for a nation to elect someone from a group that it has for so long despised and abused. His election should not be taken lightly in that regard yet it should not be taken as a signal that we are now a completely equal society. I have loved his campaign, his election, and his swearing in because of the conversations that have been sparked.

So I’ll say right off the bat that I have several problems with the idea of a color blind nation. The main one being that the notion is insulting. There is nothing wrong with the color of my skin and the identity attached to it. It is not a burden or something to overcome. Additionally the task of creating such a society is frequently thrust upon people of color. Obama has made no such promises of closing the racial gap that places black Americans at or near the bottom of every measure of social progress yet somehow we expect him to. How many white presidents have had such a lofty task?

Yet for better or worse, the black American experience is now front-and-center of the American experience. Which issues will come to light? Will discussions of critical issues stop being labeled as “airing dirty laundry” and finally be seen as necessary for progress? Every time I hear the phrase “dirty laundry” I have to remind people that perfection is not and should never be a requisite for fair treatment under the law and that policies should never be crafted under the guise that a group has no agency.

With that said, we need to realize that change is about the process not just the product. It is not about creating a color blind society; it is about acknowledging the fact that problems exist and committing ourselves to addressing them. What I think many black leaders fought for and continue to fight for is the recognition that the issues facing black Americans are real, urgent, and unequivocally American, not sideline issues and not simply examples of cultural failure.

So as we begin the Obama administration, I hope we continue these conversations and encourage new ones.

Allison Jones graduated from Haverford College in 2007. She chronicles her life as a newbie in the professional world at Entry Level Living.

By Allison Jones

Let me make this clear right from the beginning: [organizations] cannot afford to ignore Generation Y. Period. Our numbers and our skills are so large and so necessary that to pretend as though our existence is a fad will only be detrimental.

With that said, I also realize that given the diversity and size of the sector some organizations may be better poised for gen y integration than others. Some may have a budget large enough to offer perks such as loan forgiveness while others are operating with a “all-hands-on-deck!” mentality simply taking any labor that they can and not really rewarding it. This is not about dismissing people or being self important–it’s about integration and sustainability.

This list is inspired by the numerous discussions I have had with my peers and the research I continue to do as one of the founding partners for OnlyUp.org, a start-up non-profit dedicated to supporting non-profit employees under 30.

Do:

1. Discuss differences: The different expectations of employees is sometimes laughed off: those silly Millennials wanting the world to stop for them and…those silly Boomers wanting the world to stop for them. However, those jokes easily translate into tension as employees resent each other for what they may view as unearned or undeserved praise. So why not sit down and ask “What should we know about your generation?” Rosetta Thurman did this kind of activity and uncovered some powerful feelings that really shape how an organization operates.
2. Let them start a project: I’ve started two projects that have required no money and have gotten us lots of publicity. It helps to have fresh eyes at the organization who see issues differently. Set some guidelines and just let them be creative! If they succeed more publicity and praise for the organization. If they fail, pick up and try again. The sector wouldnt exist without taking risks.
3. Provide time for professional development: If you cant pay for it at least allow them time to participate in seminars, workshops, and conferences.
4. Give flexible hours: Work/life balance is a major issue for our generation and consequently a major deterrent for entering the non-profit sector. So if we have to work a Saturday, how about leaving early Friday or a day off the following week? Or coming in early at the beginning of the week (when everyone is busiest) and later towards the end of the week (when work dies down)?
5. Hire more than one person under 30: The one thing I love about my job last year is that I was able to connect with other young non-profit employees. No, I didnt become friends with every person under 30 but it did make the working environment better to not be the only young person in the office. Little differences like kids, health, and work life can make conversations difficult. A friend eases the tension.

Don’t

1. Treat them like cheap labor: Treat us as valuable employees who are giving an important service.
2. Talk down to them: Every time I hear the phrase “Well you’re young so…” I shut down. I completely stop listening. Already my presence has been devalued and I have been dismissed. This only creates tension.
3. Segregate them: To address the issue of youth involvement, separate groups are formed for them. We are put in charge of small side projects, very rarely meeting with anyone outside of our gen y circle. While this can be valuable for its networking and community purposes, as a solution it is not enough–you cannot bring change by operating in a bubble, nor will you be sufficiently challenged. Full generational integration in every aspect of the organization should be the goal. How many young employees do you have? How many young employees on your board? How many sitting at the decision making table?
4. Ignore their concerns: Firstly, try asking for their concerns! When we sign on to work for an organization we have a sense of what the culture is like so more often than not our concerns are small that could have a huge impact.
5. Forget that we all want the same things: Not just in terms of social change but also in terms of work. Sometimes I am astonished at the attitudes some people have toward the requests of younger employees. You mean YOU dont want more flexible hours? YOU dont want a nice work environment where everyone feels respected? YOU dont want professional development or mentoring to improve your performance? Of course you do! How does fulfilling the desires of younger employees hurt?

Updates: I’m glad to see the conversation on this topic is growing. Bea Field, co-author of Millennial Leaders has added some excellent tips to this list. My favorites:

Do provide mentoring and coaching and reverse mentoring/coaching is better than one way mentoring. Get your Gen Ys involved in an interactive form of mentoring (let them coach you as well!)

Don’t focus on money or increase in salary as a perk. While this is important, Gen Y is much more inclined to stick with your company if you are giving them meaningful work, flexible work hours and free time to do what they love.

What else would you add?

Allison Jones graduated from Haverford College in 2007. She chronicles her life as a newbie in the professional world at Entry Level Living.

The inauguration of President Barack Obama has prompted endless discussions on how far along we’ve come as a country addressing the issue of diversity.

On a national front, that may be valid, but is it equally valid in companies and on college campuses? What's your opinion -- let us know...

Photo by marcn

First, let me say, recessions are as much a part of the cycle of life as the Red Sox winning the World Series – these things happen.

What does it mean for you, and your future? It will affect you, probably has already started affecting you. As with a World Series win, it’s something you’ll always live with (if you’re a Boston fan).

Since the early 1950s they (recessions, not baseball) have occurred more frequently, tied to various, familiar-sounding causes (oil prices, banks, stock market).

Right now, we seem to be following the path of a reset – moving prices on some things back several years, while putting a big crimp in some industries (financials, real estate, stocks, manufacturing).

Here’s what it means for me, then for you. For me, it means that making careful choices is the way to go. In past recessions, I’ve faced some substantial decisions, such as foregoing grad school because the return on that investment wasn’t enough to make it worthwhile in a reasonable amount of time.

Same goes for career moves – I decided to pass on a move to California (50 degrees in San Francisco, 14 degrees in Boston today) during an earlier recession because a weakening economy made that kind of move even more risky than usual.

For you, it means that playing it safe is a useful strategy, but it won’t set you up for the future. If you’re working, sure, stay at that job for now. But can you do more? Yes, you can take advantage of this time to learn more. At work, be creative, hone your problem-solving skills. This could be a critical survival skill anyway, because there’ll probably be fewer of you doing more work.

Outside of your office, or if you’re not currently working, use your “stability” as a time to take on new skills. Learn more, take courses that could help you do more (project management or consulting are among the most portable skills around). Investigate more organizations – either professional, hobby, or volunteer-related. Your skills will increase, your network will grow, and you’ll be in a great position once we start moving out of the recession.

You could even start a small business on the side (and I mean Keep It Small). If you have some limited success, it may be a path for you as things start looking better.

OK, that’s the big view from my perspective. What do you think, is this workable?

Photo by nerovivo

As you're doing your holiday shopping this year, you may consider buying something for your coworkers. Boston.com featured an article highlighting 20 cheap gift ideas for the cube dweller.

As the article says, "Help brighten up a friend, family member, or co-worker's small space this holiday season with these 20 unique (and cheap) gifts."

My personal favorites:

• the penguin water dispenser (to avoid multiple trips to the water cooler)
  
• the USB heating gloves (for those cold days in the office)
  
• the mini business card filing cabinet (because where else are you going to store all those cards?)
  
• the executive decision maker and paperweight (for those tough decisions and loose papers)

By Allison Jones

Every time I complain about my job I feel a little twinge of guilt. We are being told that the economy is sinking and that unemployment is rising so how could I complain? I should be thankful that I even have a job.

With Thanksgiving two days away it seems everyone is expressing their gratitude for something. While friends and family probably come to mind first, we can't overlook our coworkers. In the spirit of giving, this Huffington Post article offers five ways to show your appreciation at work this Thanksgiving season. Because the more you give, the better off you'll be... and we can all certainly use a happier and more productive workplace.





Happy Thanksgiving from everyone here at Experience!

Call it mid-to-late November: You’re either looking forward to a relaxing (and filling) Thanksgiving “break” next week… or panicking about the fact that Starbucks already had their red, Holiday cups out weeks ago! (Yikes, this must mean that I’d better get a move-on, checking off my gift list). But more importantly, this means that we need to talk Holiday Vacation Requests.

Thankfully, my current company is very organized and requires that we request all of our Holiday vacation days-off, early (by a specific date) – so, I’m not speaking from a horror-story here.

Although, at one of my previous employers I did request a day off around the Holidays ahead of time, but once one of my higher-up colleagues did the same thing, it trumped my request (leaving me to drive back into work on the day after Christmas, everybody say “aww”). But instead of getting overly upset about the situation, I realized that I wasn’t in college anymore (no more full-weeks off), and I simply worked it out with my boss to come in later that day, so that I could still enjoy the morning off!

However, whether or not your current (or future) employer asks that you give them a “head’s-up” of your vacation-day wishes far in advance, it is a very wise idea to do so anyway. This will allow for your team, manager, and company to plan for the rest of the calendar-year, possibly even quarter (depending on how your co. works) – and will usually ensure the fact that you will be allotted those exact days off… unless of course you are asking for something unreasonable.

Long-blog-short, requesting your Holiday vacation days ahead of time, will bring cheer all around!

“'Tis the season for those last-minute requests for time off—complete with pleading, tears, and sometimes anger from the petitioning employees. One more thing to add to a manager's holiday stress list," writes Amy Joyce, of The Washington Post – in her article, Oh, Those Last-Minute Time Off Requests.

Joyce even gives employers the advice to: “Make rules, be flexible and hang on for the bumpy ride. Everyone sets up holiday vacation schedules to avoid conflicts at this time of year, but inevitably, they go awry as the last-minute requests (or, in some cases, demands) pop up.”
(Read full-article here)

Some other great advice, provided by Susan M. Heathfield and written by Thomas F. O'Leary, of About.com: “No one should feel guilty about taking vacation time, and yet, sometimes, people feel as though their holiday time is an imposition to their company. It is important for people to get away and re-charge their batteries, and managers should be encouraged to show support for their team members' plans. With team support and encouragement, people will look forward to returning to the office after some time off.” (Read full article here)

And, when you do successfully request your Holiday vacation days off… here are a few more things to do, before heading out the door. (Read more tips in: You Should Really Take a Vacation (No, Really))

* Update your voicemail and email messages
* Take care of all/any tasks that cannot wait until your return
* Stay focused on the job at hand, until your vacation actually starts

Stick to these guidelines, and your dream vacation OR staycation should go off without a hitch. Talk to your Supervisor today!

Photo by: Zesmerelda

I don't mean to toot my own horn, but since I've returned from China I've had a number of speaking opportunities. I've discussed the individual freedoms of China vs. the U.S. at a panel discussion, gave an overview of my time in Beijing to Emerson's Board of Trustees, and most recently I gave a presentation to my graduate program about my perspective on marketing in Beijing. And these are all in addition to the dozens of presentations I've given in various classes over the course of my graduate and undergraduate careers. Just because I'm now somewhat of a veteran when it comes to speaking in front of audiences, it doesn't mean it comes easy for me.

In fact, public speaking can be extremely frightening even to the most experienced speakers. By no means am I an expert, but here are some useful tips for feeling more at ease before and during a presentation:

1. Practice. Remember that old saying, "practice makes perfect." Well it may not make your speech run perfectly, but it will certainly help you feel more comfortable with your topic and how you present it. This will also enable you to work out any unforeseen kinks.
   
2. Rehearse in front of an audience. I always find it helpful to practice my presentation in front of an audience. Whether your audience is your friends or family, it's great for feedback and getting you comfortable talking in front of others.
   
3. Get familiar with the presentation facilities. Knowing the venue-- classroom, conference room, auditorium, etc.-- helps you present more smoothly. You can work out any audio-visual needs and it gives you a better insight into the overall environment (will you be sitting? standing? behind a podium? will there be an echo? etc.)
4. Don't feel like you need to memorize. I prefer not to rely on note cards during a presentation, but I still have them with me just in case I need to reference them. It makes me feel at ease knowing I have them there as a cushion in case I draw a complete blank.
5. Adapt based on your anxiety. If you find your hands shake every time you present, keep them clasped together or at your sides. Maybe you tend to sweat or experience hot flashes before a presentation, the simple solution here is to wear lighter clothing.
   

How does all of this tie into the workplace? Well, you'd be surprised how many employers value public speaking skills and how many positions rely on public speaking of some sort. If you haven't already, I'm willing to bet in the near future you will find yourself conducting a meeting, giving a presentation, or just speaking in front of a large audience as part of your job. And when you do, maybe you'll feel a little more at ease using these tips.

Volunteerism: The willingness of people to work on behalf of others without being motivated by financial or material gain. -Wikipedia

It may be difficult to think about carrying out the definition/role above (especially when it literally includes the words “without financial gain”); however, even during our current time of great economic distress, it’s still as important as ever (if not more) to do our part as a community. This includes volunteering. And, this means you.

“Those who choose to volunteer are given unique opportunities to develop leadership, communication, interpersonal, organizational skills, etc.” - writes Penny Loretto, of About.com. “Volunteering creates a sense of personal fulfillment and accomplishment not usually achieved in a typical work environment as well as offering the many personal rewards that occur when one decides to make a positive contribution in the lives of others.” (Read full article here). Can we say resume-builder, anyone? (Bueller?)

Gen Y’ers (the most popular target group among employers, within recent years) are especially interested and/or already active within the volunteer “world” – recognizing the demand for contribution and change.

What Gen Y Really Wants, states that “Gen Y's search for meaning makes support for volunteering among the benefits it values most. More than half of workers in their 20s prefer employment at companies that provide volunteer opportunities.” (See what else writer, Penelope Trunk has to say here).

So, it’s a win-win situation for you:

1. Find a local organization that you wish to volunteer at. (Examples: a pet shelter, domestic violence shelter, art museum, children’s camp and/or food bank).
2. Contact them online, by phone, or stop-by. (You will probably need to fill-out a volunteer application first, before you start working).
3. Gather some friends, family, or co-workers to join you for this worth-while experience. (Don’t forget to plan ahead & let the organization know how many people will be coming). Also, find out if your current employer or school offers any volunteer programs already?
4. Enjoy your time volunteering, wherever you choose! (Remember volunteers are needed at all times throughout the year, at various organizations - not just during the Holidays).
5. Give your time or $$. Even if you don’t have a few extra hours a week to donate, it doesn’t necessarily mean that you have to give a lot of money either. (Every bit counts!)
6. Document your volunteer-experience on your resume, even if you are not actively searching for a job. (This will show current & future employers your dedication to volunteerism & community – a BIG gold-star for you!)

By Allison Jones

A week after Obama’s win and I have to admit that I am still ambivalent. Yes, I voted for Obama but I couldn’t participate in the wild excitement that swept over the country. The excitement, while legitimate, focused way too much on the promise of racial reconciliation as if by his very existence racism is dead. However, anyone following the vitriol spewing from LGBT leaders in response to the news that 70% of black American voters in California supported Prop 8 will tell you that racism is far from dead.

Even looking beyond the wide-eyed dreams of race being a thing of the past, it has been difficult to muster up a conversation on what policies he will implement to address the economic crisis. The optimism is encouraging but it seems devastatingly blind as though Obama, once again by his very existence will change the world. In fact I would be very happy to never hear the words “change” or “hope” again.

Perhaps there is silence because the day-to-day issues affecting us are so pressing: Prop 8 in California, banning of affirmative action in Nebraska, and budget cuts in social services in New York to come into effect by the end of this month. We want to come together but for every bit of outrage we may exhibit towards a change in law or finance, there is someone else rejoicing.

Can people really come together in spite of their differences? Is that even necessary? The diversity conversation too often denigrates to the importance of friendships as if by being friends with someone different from me I suddenly have greater rights. It ignores one basic principal of diversity: we all don’t see things the same way. As a result we look to the government not only as the securer of inclusion but also as a supporter of exclusion.

So when Obama talks about bringing people together, he needs to emphasize the sacrifices that will need to be made and acknowledge that people view the world through various lenses that make coming together difficult. He alone can’t do much if people aren’t willing to stop passing the blame or being hateful when things aren’t going their way.

Obama has set a remarkable tone for what we can accomplish. Voting for him—an intellectual, a black man, a community organizer, an urbanite—while symbolic and I’m sure challenge for many was merely one step in a long journey toward economic and social recovery. It’s critical that we get more involved. We shouldn’t just be reading about his promises for the economy; rather we should be reading critical texts about economics in general. We shouldn’t just be looking to him for frank discussions about race; rather we should come face to face with our own prejudices and what fuels them.

It seems there are several reasons to celebrate here in our office this week. Tuesday we celebrated a birthday, yesterday we said goodbye to a coworker and today we're opening our doors to family and friends for a Halloween party.

While we take our work very seriously, we do acknowledge that it is important to celebrate certain milestones and holidays. Don't worry, we don't get carried away with our celebrations. But after a long morning of work, it's nice to take a short break and share some cake in honor of a coworker's birthday.

What do you think? Is there room for celebrations in the workplace? Does your workplace celebrate birthdays? Holidays? Other milestones? How so?

Image by ProCorbis