Changing workforce norms are impacting businesses

We just learned in the news that worker participation in the workforce is at its lowest level in decades. We also know the long-recognized definition of a five-day, 40-hour job is no more. The different discussions about work are the result of generational thinking.

People of the “older generation” believe that a structured work week of 40 hours was necessary to sustain a successful business. This standard then was used to base subsequent employment contracts, some from new legislation, for extra compensation for time and a half for over 40 and double time for working holidays. This accepted practice went on for decades until revisions for additional holidays and time off for personal or family events further reduced the actual time a worker would be producing on a job. These modifications over time were the beginning of the changing patterns of what a job means to different factions of our society. The individuals of the Gen X, Y and Z that comprise the “younger generation” bring and continue to develop new opinions about what is work.

The labor negotiations in recent years reflect younger employee views that, “As long as I do the job it’s not important that I start and end at a certain time, or work a full week without a day off.” The thinking here is a more flexible schedule will make an individual less stressed so they can be more productive. Other practices that have evolved that dilute the time on the job, like childcare allowances, maternity leave, family leave and in some cases pet leave. All these accommodations are noble gestures and important to the individual, but reality is employers must hire more workers to achieve the same output to sustain or grow their business.

The advent of the recent pandemic—which we are hopefully getting over—greatly accelerated new discussions about the parameters of what working a job now looks like. Now we discuss whether one can work the same job from home. Sure, a person can save money on commuting, babysitters and even some health concerns. But how are employee interactivity, company space commitments, local income tax revenues and neighborhood businesses impacting state, county and city budgets?

We have already seen across the country that government services would not have been maintained without the federal infusion of cash. Reflection over the past two years brings to question the sustainability of a “stay at home” economy. Also, how do employers maintain or improve a “company culture” that will define their business aspirations and, most importantly, their productivity requirements?

The present work participation, which was mentioned earlier, is happening at the same time employment levels are at historic lows. This is hard to understand, but there is evidence that a large number of able-bodied workers are not working. Is this because people are still being paid not to work? Is the underground economy bigger than we thought? Are we going to find a way to restore motivation, creativity and responsibility at a higher level in our future workforce?

Whatever the societal circumstances are that have brought us to this point, we are faced with stark reality: Virtually every business entity today needs more workers. How various employment managers are going to attract, train, incentivize and retain workers today is the ongoing question on how the needs of the future will be fulfilled.

The good news is the fact that, so far, our overall economy has sustained through some of the harshest circumstances in recent history. Going forward, how workers build it, sell it, create it, write it, drive it, make it or fix it, the fruits of their labors and their results will be determined by those empowered to do so. My final thoughts to whoever works: “Justify your space on earth as long as you can.”

T.C. Rogers, a graduate of the University of Cincinnati, is a three-term commissioner of Butler County, an award-winning builder/Realtor for over 40 years, past president of the OKI Regional Council of Governments and an annual recipient of Cincy Magazine’s Power 100.