The Multidimensional Workforce Pt. 3

We are now at the conclusion of what I hope has been an illuminating series thus far. To recap, the Multidimensional Workforce is a three-part series emphasizing the need to redesign the B2E environment and what it means to be a corporate citizen. Generation Y is entering the workforce at an increasing rate, and it will soon be Generation Z’s turn to become the world’s leaders. In Part 1, we covered the importance of removing the stereotypical “dirt” to discover that Generation Y is raw, untapped potential. In Part 2, we reviewed the critically acclaimed book The 2020 Workplace as supporting evidence to our newly created Multidimensional Workforce Venn diagram. In this concluding post, a sample gamified solution will be presented for ways businesses can improve the workplace atmosphere.

As digital natives, Generation Y and future generations are just as special as (if not more than) the Silent Generation and Baby Boomer CEOs and Managing Directors. Each generation brings forward distinct pros/cons so it is up to today’s businesses to start maximizing on the positives and minimizing on the inefficiency. Thankfully, gamification is a digital native’s best friend because video games have been a primary medium for information gathering and processing for the last 10-15 years. Using game design principles and user-centered design thinking, Multi-generational interactions can become more productive to business objectives. Taking a look at each intersection of the Venn diagram, here are some simple implementations that would gamify your business for the win.


Proposed Gamified Solution

 1. Generations X/Y

People of these generations love the idea of “gamification”—game design elements coupled with user-centered design thinking. Points, badges, leaderboard, statuses, intangible elements of being/meaning, and social elements are a great starter kit to gamifying a progressive growth structure for these generations. Generation X should be more concerned with career growth and Generation Y should start with skill/roles growth. Since getting a MBA is like a quest that rewards the person a pathway to new careers upon completion, Generation Y should first improve and refine their skills before embarking on such task. Positive growth is key.


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The Multidimensional Workforce Pt. 1

As we continue to enter to a new technological age, we are faced with many different challenges. Although it may not get as much attention in the media because it is a tough puzzle to solve, businesses have to focus on solving their approach to the multidimensional workforce.

The multidimensional workforce welcomes the addition of Gen Y and already consists of the Silent Generation, Baby Boomers, and Gen X. Unfortunately, there is discord between generations because Gen Y workers come off as being rash, informal, and selfish. Few companies are starting to rub off the “stereotypical” dirt to uncover the fact that Gen Y is actually ambitious, efficient, and self-driven.

Who is Gen Y? No exact years are given, but those born in between 1979-1997 are considered to be a part of Gen Y. Gen Y embodies the love and sense of entitlement they received from their Baby Boomer parents who worked hard to give the best to their children. Below is a complete profile of Gen Y:

  • Values: meritocracy, camaraderie, non-traditionalism, work-life balance, self-expression and meaning
  • Self-Perception: unique, proud, confident, entitled, frustrated, impatient
  • Skills: technology-related tasks

Gen Y believes that the strongest survive. Valuing meritocracy, good work should be rewarded properly. A sense of teamwork for collaboration or competition and flexibility in work procedures are sought after in this generation. The normal 9-5 schedule doesn’t work, as there should be a great work/life balance. Strongly results driven, people of this generation want to see life move in double time. They can’t wait to be at the top of the ladder and will work hard to find ways to be recognized. As the work-life perception is more balance, the work will get done, doesn’t matter what time it gets done. With the immersion in the Internet and amount of information, people are able to express themselves in ways that are very unique. Social media has given this generation a new way to express who they are, what they like, and so forth. Gen Y is proud of this and highly values self-expression.

Most of Gen Y was given constant positive feedback from parents, and therefore have a high level of confidence. It may come off as arrogance, but the multidimensional workforce should recognize that this “arrogance” is actually a strong level of confidence and ambition. Although Gen Y is not typically loyal to the company, they are loyal to their work. The rise of social responsibility and technology has given the majority of Gen Y to participate in meaningful work. This work is defined uniquely for each employee, and this is the key to tapping Gen Y’s potential.