Generation flux is a new concept that has become popular since Fast Company featured it on their front cover last year.
It is a concept that doesn’t require the ‘generation’ to be a certain age or having any particular demographic similarities. Somebody starting their first day at work or close to retirement could both be in Generation Flux, which makes the concept quite complex for many who are not familiar with the idea.
The basic principle of Generation Flux is that they try to gain as many skills and knowledge as possible, even when not directly related to their initial role. Their CVs may be a mix of different roles in contrasting areas, many have referred to it as ‘chaotic progression’. Their principles revolve around being good at as many things as possible, rather than just concentrating on one area.
Some may be more familiar with the concept of a T employee. This is the idea that they have one core task, but can also utilise their knowledge to work across many other areas of the company.
The idea behind generation flux is not one of trying to become an expert in every subject (apart from the ones most relevant for their core tasks) but instead to be prepared for changes in the business landscape.
Since 2005 we have seen marked changes in the world economy. The top 3 mobile technology providers have been comprehensively replaced, the multi-billion dollar DVD rental business is all but extinct and even the way we simply communicate with one another is unrecognizable. These seismic shifts in the business landscape are unlikely to be limited, instead they are the norm.
Employees want to maximise their chances in the future job market rather than just performing well in the role they currently hold. This requires keeping a finger on the pulse of the changes and educating themselves to be prepared for when they happen.
Their primary sources of information do not come from newspapers or the TV, but instead from internet trends, blogs and social media. It makes them more adaptable and prepared for things that may not appear on the radar of the mainstream media for months afterwards, they essentially educate themselves to become the early adopters and the initiators within their company.
It is a mindset that allows them to not only become better employees in the future, but also to accept challenges in the present to achieve their goals. They are the most likely to volunteer for new projects, even if it is outside of their remit, which allows them to learn new skills.
The idea of generation flux is just that, an idea. The people who are in it often don’t realise that they exist within that specific segment of society. They often do these things without really thinking about it. This is why you will mainly find the group in the under-35s, simply because they have grown up through the rise of social media which has made them more prepared for this type of communication.
They are also likely to have been in junior positions at companies when the changes have changed the ways that they operate. They are likely to have been the ones forced into new roles or out of the door, so they therefore know the value in being prepared for large scale upheavals.
It is a concept that is working well for those who are using it and they are likely to be the ones who are achieving the most in the upcoming years.