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For the first time in history, five generations are sharing the workplace. But grouping different generations under one roof doesnt have to cause friction. Sometimes it means unlikely friendships blossom. Me & someones dad 8 hours a day, TikTok creator @witchofwallstreet posted last week. In the video, the young financial planner and her older colleague are lip-synching to a remix of Nicki Minajs Beez in the Trap (featuring 2 Chainz) and 4 Non Blondes 1993 hit Whats Up? The video currently has over 13 million views. This lip-synch trend featuring these songs has been circulating online in recent weeks, but has now been taken up by coworkers to showcase their age-gap workplace friendships. Me and someones mom at our 9 to 5, another TikTok user posted, lip-synching to the same remix. Age gap friendships are my forte, she added in the caption. The comments are filled with others sharing fond memories of their unlikely workplace besties. At my first big girl job, I was 21 and my work bestie was 75, one wrote. Mary was the freaking best. Some videos overlay the text workplaces are experiencing major age gaps, followed by something like me and someones dad 8 hours a day. These major age gaps are primarily due to older workers remaining in the workforce longer than ever, either out of choice or economic necessity. A phenomenon called age similarity preference means that we often gravitate toward people of a similar age, including among our coworkers. However, an AARP survey found that nearly 4 in 10 adults have a friend whos 15 years older or younger, most often meeting through work. Having friends is important, no matter their age. About half of adults in the U.S. report feeling lonely, and 45% of workers reported feelings of loneliness at work, according to a new study from the accounting and advisory firm KPMG. Workplace friendships have tons of benefitsboth for the employee and the organization as a whole. Research has found that positive workplace relationships are not only beneficial for teamwork, career development, and building a sense of community, but they also help employees find more meaning in their work. Age-gap friendships have their own unique benefits, with fewer feelings of competition and pressure. Many have already named “girl dads” as the best bosses. Naturally, there are many things that boomers, millennials, and Gen Zers dont always see eye to eye onfrom how often to come into the office to the necessity of small talk. Yet, having much older or much younger friends at work can help break down negative stereotypes about different generations by revealing common interests. Even if that is filming TikToks on your lunch break.
Category:
E-Commerce
Every encounter with another person is an opportunity to shape that relationship. The first words out of your mouth are key in establishing the goodwill we all crave. Unfortunately, too often our opening lines damage that rapport. I once had a client who was at a conference and saw a board member she wanted to get to know. She walked up to him and blurted out, You look tired, have you been traveling? He replied, Why yes, Ive just flown in from China. She could see he was miffed by her negative comment. She admitted I dont know why I said that. It was a poor start to a relationship she hoped to develop. Below is a list of openers to avoid and suggestions for better choices. GREETINGS TO AVOID To begin with, steer clear of bland, clichéd questions that ask both too much and too little of the person youre speaking with. How are you?” This frequent greeting may be appropriate if youre sitting down for a long conversation with a good friend. There can be times when its a sign of empathy for a friend you know is going through some difficult times. But for pretty much anyone else, for casual acquaintances, or for colleagues in your office, avoid this greeting. People today are facing a host of difficulties. According to a recent report, 66% of people in todays workplace are grappling with some kind of job burnout. Meanwhile, 81% are afraid of losing their jobs. Others face issues at home. Would a colleague want to unpack their life in what is a casual or passing encounter? Not likely. So, the response is usually a nod or a cliché like, Not bad, or Okay. The person answering wont feel good about that cop out. Whats up? or SUP These greetings are common. They have the same overtones as, How are you? Only theyre slightly more flippant. Saying to someone What’s up? puts them in a position of either responding with a meaningless cliché (Not bad) or unpacking their life in what is typically a passing encounter. Few people want to do that. Hey! or Hay This is a poor choice because it is overly casual and offers nothing to the recipient. This greeting can feel offensive when directed to a friend, an acquaintance, or anyone who would expect you to offer some feeling of recognition or rapport. Saying Hey or Hay in fact borders on rudeness. My mother used to say Hay is for horses [not for humans]. Indeed this greeting creates no human connection. Also avoid greetings that carry negative baggage, and put the recipient on the defensive. Here are examples: You look tired, You dont look yourself today, or Having a rough day? These openings unintentionally insult the listener. It puts them on the defensive. If they are tired or down, you are asking them to confirm this negative assessment. If they feel better than you imply, you are demanding they defend themselves. You may think youre showing empathy, but really youre challenging the person youre speaking with. GREETINGS TO USE For a group, a friendly greeting is always appropriate. Hi [name]. Its nice to see you. When meeting someone, warm words, showing your appreciation of that person, provide an excellent start to a conversation. Using their name is another nice touch. Everyone wants to feel that someone enjoys being with them. Hi [name], thats a great tie. Everyone wants to feel that they look good! So, if someone does look good, greet them by commenting favorably on some aspect of their appearance, such as their tie. Or do a variation of it: I love your dress or that color really suits you!” You can even say I like your style. But beware that you dont comment on how attractive someone is, or that could be viewed as sexist. Congratulations on your new job. This is an excellent way to begin . . . as are work compliments of any kind. These would include happy to hear about your promotion . . . you deserve it or nice presentation at last weeks meeting. I loved reading your book. Everyone loves complimentsanother great way to go is compliment a recent accomplishment thats outside of work. Suppose youre meeting with someone who gave you a copy of their book. Theyll love hearing that you enjoyed the book. In the same way, say I loved seeing your latest article in Fast Company. Thank you for sending me those beautiful flowers. Showing gratitude for someones act of kindness is always a good idea and it provides an excellent opening to any conversation. Other such openings include (to a boss) thank you for joining our team at our recent retreat and (to a colleague) I appreciate the support youve given me in my new role. This list of greetings should alert you to the need for sensitivity in even the most casual comments. Think ahead and be kind. Everyone will cherish your sensitivity.
Category:
E-Commerce
With a new season of mass layoffs upon us, it seems corporate America has found a new scapegoat. When Amazon recently disclosed that upcoming layoffs would impact 14,000 corporate jobs, the tech giant said the cuts would help make Amazon leaner. This generation of AI is the most transformative technology weve seen since the internet, and it’s enabling companies to innovate much faster than ever before, HR leader Beth Galetti said in a memo. (Amazon CEO Andy Jassy has since clarified that the layoffs are driven by culture, not AI or the bottom line.) Other tech companies like Microsoft have trimmed headcount this year to the tune of over 15,000 layoffs, all the while sinking billions of dollars into AI investments. “To deliver on our mission, we need to stay focused on our three business priorities: security, quality, and AI transformation,” Microsoft CEO Satya Nadella told employees after a significant round of layoffs in July. “We are doubling down on the fundamentals while continuing to define new frontiers in AI.” Corporate behemoths like Target and UPS have made significant cuts to their workforce in recent months while framing AI as a key component of efforts to turn around their business. The layoffs at Target are the first major cuts to its workforce in a decade, eliminating 1,800 corporate roles; UPS, on the other hand, has slashed 48,000 jobs over the course of the year, most of which have targeted drivers and warehouse workers. Incoming Target CEO Michael Fiddelke has shared that one of his key priorities is to “more fully use technology to improve our speed, guest experience and efficiency throughout the business. During an earnings call last month, CEO Carol Tomé noted that UPS would make fewer seasonal hires and cut back on vehicle leases, and that “much of this efficiency is powered by automation.” The past month has seen an uptick in layoffs across the business world: Over 150,000 jobs were cut in October alone, according to a tally by the outplacement firm Challenger, Gray & Christmasthe most in October since 2003. Artificial intelligence was one of the most common explanations for layoffs, a close second to the usual excuse of reducing costs. All this has fueled concerns that AI is, in fact, coming for your jobperhaps sooner than you anticipated. But experts say there is little data to support this narrative, despite what the recent job cuts might suggest. In this Premium story, readers will learn: – Why so many companies are blaming AI for their layoffs – What’s really going on with the labor marketand whether your job is at stake – How AI may actually impact the way you work The AI meltdown Statements from CEOs are about the worst way to evaluate the impact of AI on the labor market, says Martha Gimbel, executive director of the Budget Lab at Yale University. Gimbel coauthored a recent analysis with the Brookings Institution and the Budget Lab, which found that the rise of generative AI has had little effect on the labor market so far: In the three years since ChatGPT launched to the public, the share of workers in jobs that are most vulnerable to disruption has remained more or less unchanged. Unemployment figures also support these findings, with little indication that AI is displacing workersat least not yet. In fact, the analysis shows that adoption of AI has been fairly comparable to how previous new technologies, like computers and the internet, permeated the workplace. I think that’s surprising to the public, and it’s surprising given the tenor of the conversation, says Brookings senior fellow Molly Kinder, who also worked on the report. But it’s really not surprising when you think of how hard it is to implement this in the workplace. There’s a really big gap between how fast the technology itself is going and the messy, slower pace of workplaces figuring out how to use it beyond a pilot. There are, of course, legitimate fears about how AI can (and will) upend the way we work. Public opinion polling indicates that few Americansjust around 15%believe the technology will have a positive impact in the coming years, while 64% of the general public expects to see job losses due to AI. But Gimbel posits those concerns may be overshadowing the real dynamics of the labor market and perpetuating a misleading narrative. I think everyone is so freaked out about AIand they are so itchy that if there is the phrase layoffs and the phrase AI within two miles of each other, everyone has a meltdown, she says. I get why this is so stressful to people. But the cart is not just before the horse. The haystack is eight miles in front of the horse. The (more complex, more boring) truth So what should we make of claims that AI is catalyzing a seismic shift across the workforce? For starters, Big Tech is no stranger to mass layoffs. Even when the tech industry does make major cuts, however, they account for just a fraction of layoffs across the labor market, according to experts. Gimbel points out that the U.S. has about 1.7 million layoffs and discharges each month, per data from the Bureau of Labor Statistics. There is a lot of attention that goes to layoffs in Silicon Valley for a range of reasons, she says, but we should not kid ourselves about how big these layoffs are in the context of the broader U.S. economy. Tech companies are also prone to overhiring and then culling the ranks when the economy takes a turn, as has been the case across the industry since the pandemic. For some of those companiesincluding Microsoft and Amazonlayoffs are also the result of a desire to eliminate middle managers, who certainly cant be supplanted with AI at the moment, Kinder says. There’s no question in my mind that Amazon will look for labor-saving possibilities, she explains, but it’s not obvious to me that AI right now is good enough to replace middle management. (Amazon told Fast Company the layoffs were a continuation of the companys efforts to reduce bureaucracy and that the vast majority of cuts were not connected to AI.) In fact, Kinder believes companies and business leaders are doing themselves a disservice by suggesting AI is driving layoffs or that emplyees’ jobs might be at risk if they don’t get up to speed on the technology. “There’s a very strong business case for why you shouldn’t just scare the pants off of your employees,” she says. “The way that companies are choosing to lead on this is really anti-worker, in my view.” Given the hype around generative AI, Kinder argues that many employers are scrambling to keep up and want to look like theyre innovating. It makes companies look good to their shareholders, to suggest we are deploying AI so well [that] we are now cutting our labor costs, she says. CEOs are looking over their shoulder saying, Oh, my gosh. How is it that my competitors have figured out how to cut a bunch of their staff? I haven’t figured out those efficiency gains yet. Meanwhile, leading tech companies are personally invested in widespread AI adoption. These are companies who are in the business of selling these services, Kinder adds. It’s entirely possible that AI really is part of the story, but I think we need to have a dose of skepticism about some of the motivations they have for being so loud and proud. Real disruption Thats not to say AI has had no impact, or that it is not already reshaping certain jobs. Klarna was among the first companies to openly talk about how embracing AI had enabled hundreds of job cuts; in May, CEO Sebastian Siemiatkowski disclosed that Klarna had reduced its headcount by 40%, in part due to AI. (Its worth noting that Klarna had slowed hiring overall and was gearing up for an IPOand in the months since, Siemiatkowski admitted that “in a world of AI, nothing will be as valuable as humans” and reportedly reshuffled employees to fill customer service roles.) Salesforce CEO Mark Benioff claimed the company was able to cut 4,000 customer service roles because of its AI-powered chatbots, and that Salesforce relies on AI for up to 50% of its work. Tripadvisor is laying off 20% of its staff as part of a restructuring that will lean more heavily on AI. And just last month, YouTube started offering voluntary buyouts amid a restructuring that will enable the company to devote more resources to AI innovation. There are also signs that entry-level jobs may be under siege amid rapid advances in AI, particularly in industries like tech and finance where there is a high rate of adoption. A recent paper from Stanford Universitys Institute for Human-Centered Artificial Intelligence found that early-career workers in jobs that are most vulnerable to AI disruptionsoftware engineering and customer service, for examplehave seen a 13% decline in employment since late 2022. (Employment rates for other entry level jobs, however, remain unchanged or continue to grow.) Its also difficult to quantify how AI is changing the nature of jobs, Gimbel says, even if those jobs are not being eliminated outright. AI could replace or heavily augment HR roles and other back office functions, and its already clear that the technology is transforming fields like software engineering. But many economists and other experts believe its unlikely that AI is the driving force behind the mass layoffs that are currently underway, particularly at big tech companiessomething that Jassy himself acknowledged this week. The real explanation is, perhaps, less interesting. A real rush to ascribe everything to AI Target, for example, has faced consumer boycotts and backlash this year over its retreat from DEI. But its financial woes predate those issues. Many companies, including UPS, have been hit hard by tariffs. (Target and UPS did not respond to requests for comment.) Under the Trump administration, the business world has to contend with larger macroeconomic forces, between the tariffs and policy uncertainty. There’s a real rush to ascribe everything to AI, Gimbel says. If you asked me what was the biggest headwind facing the labor market right now, I would not list AI. My number-one issue for the labor market would be immigration. In the current climate, it may not be politically expedient for CEOs to call attention to the real challenges that are driving layoffs and turmoil across their workforce. AI might be a more convenient excuse for layoffs, and one that may bear out as companies figure out what to do with it. But there is not yet enough clarity on how AI can be most effectively harnessed by businesses, despite what leadersparticularly those in Silicon Valleymight say about the technologys potential to revolutionize work. I want to be clear: It is not the case that there are no uses for the technology, Gimbel says. It is not the case that there are no companies who have figured out how to monetize it. It is not the case that no worker has lost their job to generative AI in the U.S. I’m saying when you look at the current macro economy, there is not a sign that it’s really having any kind of major impact right now. That is partly because people are just not thinking about what it takes for companies to incorporate new technology: It takes time.
Category:
E-Commerce
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